This essay aims to highlight and critically analyse aspects of the Australian workforce. Establishing the requirements and ramifications surrounding curriculum vitae’s (‘CV’s) and how it can possibly be improved to ensure job perspectives remain on an appropriate playing field for all prospective employees. It will then highlight and discuss the ever increasingly spoken about issues surrounding romantic relationship in the workforce with correlation to the recent law reforms in the United States (‘US’).
Lying on ones’ CV is not a new occurrence, it has happened for generations. However, with current job prospects for employees deteriorating due to greater expectations and requirements by employers, the need to lie has never been higher to …show more content…
This is due to the fact that resumes in particular are not legally binding documents; and job applications are not legally binding unless explicitly stated and/or signed. Therefore any legal ramifications would solely come from surrounding laws or codes of conduct in the sector (public or private) you were applying for a job in.
Termination of the employment contract would be the highest non-legal ramification for misrepresenting facts on a CV, this can be immediate; as well as demoting of your position to a lower status. If an employment contract were to be terminated, it may lead to other ramifications regarding affected reputation in turn may lessen chances of job perspectives less than before. This is generally seen in private organisations as not all companies hold a valid code of conduct surrounding CV’s and falsifying …show more content…
Since more recently, the recruitment process always involved some form of background check, referee check and/or criminal check. These checks with the ever-increasing use of fake or misrepresented CV’s have never been so important for safety of the job and the organisations finances. As stated in the Economic Times Wealth picture chart of statistics, only 32.9% of the top 90 Australian companies surveyed, completed these checks prior to the offer of employment. The other percentage only completing within one month of the employee joining the organisation or after offering employment but before the candidate joins. There should be a higher percentage that perform these checks before offer of employment. Though this may take more time in regards to choosing possible candidates, it may eliminate those who are being fraudulent or misrepresenting their skills earlier to reduce future risk to the organisation and embarrassment to the recruitment process. Though there may be some instances where these sorts of things may not be able to be identified before recruitment, a new effective regime where organisations may choose to randomly select and check CV’s every few months to continually ensure employees are the right candidate for the position. In 2016, Australian
Lying on ones’ CV is not a new occurrence, it has happened for generations. However, with current job prospects for employees deteriorating due to greater expectations and requirements by employers, the need to lie has never been higher to …show more content…
This is due to the fact that resumes in particular are not legally binding documents; and job applications are not legally binding unless explicitly stated and/or signed. Therefore any legal ramifications would solely come from surrounding laws or codes of conduct in the sector (public or private) you were applying for a job in.
Termination of the employment contract would be the highest non-legal ramification for misrepresenting facts on a CV, this can be immediate; as well as demoting of your position to a lower status. If an employment contract were to be terminated, it may lead to other ramifications regarding affected reputation in turn may lessen chances of job perspectives less than before. This is generally seen in private organisations as not all companies hold a valid code of conduct surrounding CV’s and falsifying …show more content…
Since more recently, the recruitment process always involved some form of background check, referee check and/or criminal check. These checks with the ever-increasing use of fake or misrepresented CV’s have never been so important for safety of the job and the organisations finances. As stated in the Economic Times Wealth picture chart of statistics, only 32.9% of the top 90 Australian companies surveyed, completed these checks prior to the offer of employment. The other percentage only completing within one month of the employee joining the organisation or after offering employment but before the candidate joins. There should be a higher percentage that perform these checks before offer of employment. Though this may take more time in regards to choosing possible candidates, it may eliminate those who are being fraudulent or misrepresenting their skills earlier to reduce future risk to the organisation and embarrassment to the recruitment process. Though there may be some instances where these sorts of things may not be able to be identified before recruitment, a new effective regime where organisations may choose to randomly select and check CV’s every few months to continually ensure employees are the right candidate for the position. In 2016, Australian