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Fraudulent Misrepresentation: Employers’ Hidden Hiring Interview Flub

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in Human Resources

When recruiting a top-notch job candidate, hiring managers must not give into the temptation to embellish or conceal facts that are important to the candidate's decision-making.  While accentuating the positive is certainly legal, providing false or misleading information could be considered fraud.



The truth is that an employee who relies on misinformation provided by an employer during the hiring and recruiting process can file a claim of fraud, fraudulent misrepresentation, or negligent misrepresentation.

Fraudulent answer #1: Before relocating to accept a sales manager position, a job candidate specifically asked a company official about the company's financial situation.  Based on assurances that the company was in good financial health, the candidate accepted the job.  When he was fired a year later, he sued for breach of contract, fraud, and negligent misrepresentation....(register to read more)

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{ 1 comment… read it below or add one }

ken March 12, 2013 at 3:53 pm

A plaintiff goes through a third party that is responsible for certifying possible employees. Plaintiff gets certified. Plaintiff gets hired by an organization. Four years later the original certyfing party says they made a mistake and plaintiff never should have been certified. Plaintif gave up high seniority union job to take new job. Who can be held resposible?


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