First of all, according to the provisions of Article 26 of the Labor Contract Law, a labor contract concluded by the other party against its true meaning by means of fraud, coercion or taking advantage of the danger of others is invalid or partially invalid. Because the labor contract is invalid, the employer can immediately terminate the labor contract between the two parties according to the provisions of Article 39 of the Labor Contract Law.

Secondly, according to the provisions of Article 28 of the Labor Contract Law, as an employer, it also has the right to ask the workers to return the wages that are not equivalent to their real resumes obtained through fictitious resumes.

Finally, according to Article 86 of the Labor Contract Law, workers should not only return the extra salary earned by fictitious resumes, but also bear the economic losses caused by their fraudulent behavior to the employer.

Three mainstream ways to investigate resume fraud;

1, HR is in charge.

What if HR does this by himself? It is positively related to the strength of the company's HR department, but in fact, most of the surveys are relatively water.

2. The headhunting company conducts background investigation.

This practice saves energy and cost, but some headhunters usually help candidates to do some "technical treatment", because they have common interests with candidates, so enterprises should pay attention to this risk when cooperating with headhunters, and regulate the responsibility of false investigation in cooperation agreements.

3. Third Party Rotary Company

Entrust it to a professional third-party post-transfer company for unified handling. For example, our company has long-term cooperation, and such companies have fixed information investigation channels. This method is the most formal and the information source is more authentic and reliable. After all, professionals do professional things.