Pre Employment Screening & Referencing


Pre employment checks

Are you protecting your business by making appropriate security checks prior to employment?

2009 saw an astonishing increase in serious fraud within the workplace, resulting in losses totalling £567 million, compared to losses of £228million in 2008 and £81 million in 2007*.  These figures are as a result of weak security checks and the pressure of the recession. *Source:  KPMG, Forensic Fraud Barometer

Do you have a policy in place, not only for making appropriate checks, but also for dealing with the outcome if discrepancies are revealed?  It is imperative that you know exactly what data you (or your outsourced company) collect and can demonstrate that it is appropriate to the role as you are responsible for the data.

Quick Facts

  • An estimated one-fifth of the working population has a criminal record.
  • One in seven applicants lies, conceals, or omits significant information in their CVs
  • Common reasons for unexplained gaps in employment include: travelling, unemployment, caring for older relatives, further education;
  • Approximately 20% of CVs have a significant discrepancy on their CV, with females more likely to show a discrepancy than males;
  • Over the last 12 months, there has been a 50% increase in candidates with undisclosed bankruptcies and CCJs;
  • University graduates are more honest.

Why might an organisation choose to conduct background checks?

  • Requirement for some Financial organisations to ensure that approved persons working within a controlled function;
  • Positions that involve working with children or vulnerable adults in a regulated activity as defined by the Safeguarding Vulnerable Groups Act 2006;
  • Reduce theft of Customer Data;
  • Ensure that candidate is "fit for purpose";
  • Minimise risk of temptation of fraud for a candidate with an adverse financial history;
  • Confirm that the applicant has experience to be deemed competent in role available;
  • Deterrent to unsuitable candidates who may choose to "deselect" themselves from the recruitment process;
  • Protects organisational reputation.

Common Background checks:

  • Disclosure from Criminal Records Bureau or Disclosure Scotland
  • Obtaining documentary evidence of the applicants identity and right to work in the UK - this might include an original copy of a birth certificate, a copy of a passport or a copy of a photo driving licence
  • Obtaining documentary evidence of their home address;
  • Reference from current employer
  • Reference from previous employer
  • Confirmation of professional and/or academic qualifications
  • Checking CV or application form for gaps in employment and then checking again once references have been received.

Common Discrepancies or inaccuracies include:

  • Employment dates confirmed by previous employer do not agree with information provided on CV or application form;
  • Job titles are inaccurate or exaggerated;
  • Unexplained gaps in employment or study;
  • Unspent Criminal Convictions;
  • Unsatisfied County Court Judgements;
  • Concealed adverse financial or credit information;
  • Undeclared directorships;
  • Inability to verify stated qualifications;
  • Inability to verify final salary;
  • Reason for leaving previous employer.

Do you need help with increasing the robustness of your recruitment process?  If so, contact Objective HR today.





Published by: Lisa on 18/06/2010 - Add a comment

Sorry, comments are now closed on this post