The new Pinocchios – benevolent liars or professional scammers?
What do they have in common: Scott Thompson, Jean-Pierre Gaillard, Phillippe Berre and Frank Abagnale?
They lied about their diplomas or professional qualifications during their selection process. In fact, some would say they “embellished" rather than lied since it would seem that it has become common to add a few months work experience, a story of bridging between two jobs rather to avoid having to justify a hole in the CV, or appropriating the accomplishments of a former colleague or boss. We live more and more in a parallel reality that sometimes insidiously leads people to take on virtual worlds for their avatars or heroes. So what, we add a certificate or a degree in computer science or an MBA from a distant country, “it doesn’t matter, nobody died!” The worst is when the liar has managed to convince himself and has become his own firm believer.
However those who are unmasked are paying for it post haste, no frills or compensation and their reputation in tatters forever (thank you internet!). Such as Scott Thompson, ex-CEO of Yahoo who was forced to resign (read it here) when an investor knew that he had lied about his degree in computer science (in fact he did have a degree … but in accounting!).
In this case, it’s what we call “embellishing” the truth. I have often been confronted with this kind of lying (because make no mistake, it is indeed a lie). You know, the Masters in Science that was never completed because of not having submitted the report, the PhD that never saw the outcome with the final dissertation, etc… Do recruiters have to be so paranoid? Not pathologically, but a bit anyway… “Only the paranoid survive!”, as Andrew Grove, former president of Intel wrote in 1997. Due diligence of an application must be taken with extreme rigour and an attitude worthy of Sherlock Holmes. Especially if it’s a member of senior management, the Board of Directors or even an executive associated with a strategic or sensitive activity (finance, research and development, information technology, etc.) which could put the organization at risk regarding its customers, partners, financial markets or regulatory authorities, etc.
But now it seems that the higher up the hierarchy the more we rely on the individual’s reputation. “He’s very well known, he was the right hand man of So-and-so”, “I knew his father, an extraordinary man”, “She lives in such a nice neighbourhood, she's the neighbour of so-and-so, they know her…", “He was CFO of such a company he had to be excellent!”. Briefly, I have heard expressions of this sort in abundance. It’s as if it was uncomfortable to question the integrity or solvency of a well known person. And yet… This is your future leader!
I remember a candidate for the position of Vice President of Credit that was THE person for the situation and whose degrees and experience were perfect for the position (a position which, incidentally, gave us a lot of trouble to fill after several months of unsuccessful searching). Everything was perfect except for one detail – he mentioned taking a course at Harvard when he had never set foot there. We immediately terminated the process although the rest of the file was impeccable.
I imagine that the headhunters that recruited Scott Thompson have been chewing their fingernails for not having done a more thorough verification. But after all, should we check the certificate obtained 25 years ago when the candidate has professional accomplishments to his credit worthy of making the cover of Time Magazine? (My answer is YES, without hesitation!). But what would you say if you discovered tomorrow that Mark Zuckeberg doesn’t have a degree in computer science? Have him resign on the spot or forgive him for his youthful error in exchange for his professional success?
The little lie or oversight by omission grows visibly and eventually takes on such magnitude that no backtracking is possible. There is nothing left but resignation as a way out. When it’s a member of senior management, it is even more damaging to the company. I wonder therefore how the evolution of the CV to a dynamic model adapted to social networks is going to change our way of conducting references. What value should we give to references on LinkedIn or TalentMe or being part of a group (reserved, so-called) of a University’s graduates?
But there are “professional career scammers”, real “pros" in the subtle Arts to create degrees, professional experiences and references that are beyond suspicion! Jean-Pierre Gaillard is one of these (read the story here). He was recruited as Director of an airport without having any competence, experience or qualifications and it was only a few months later that he was unmasked by a customer. Philippe Berre, in another case, passed for an Engineer of Public Works and even coordinated the construction of a section of expressway (see the film on the subject played by François Cluzet “In the Beginning”). As for Frank Abagnale, he claimed to be an airline pilot and travelled at the expense of Pan American for several years (another story that inspired the film “Catch me if you can” with Leonardo DiCaprio).
So how are we to recognize the benevolent liars and the shameless swindlers?
Never give the benefit of the doubt and systematically conduct formal and detailed investigations regardless of the level, reputation or status. Remember to ask questions because the most obvious and simple questions are the ones that give the best answers. You should not have any discomfort asking for a copy of a diploma or certificate of title from a former employer. Your reputation as a recruiter depends on it!
Next month: Read in “Story of a headhunter”, the thrilling adventures of a candidate and a telephone booth. (Checking references part two).