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| Industry News |
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Recruitment
November 2008
MUST- DO CV CHECKS
With research showing that job applicants are quite willing to lie in order to obtain a new job, you need to be vigilant during all aspects of the recruitment process. So what are the most important checks that you need to make?
Check it out
According to a survey of 3,800 CV’s carried out by The Risk Advisory Group, nearly 63% submitted by those aged 36 to 40 years contained at least one discrepancy. This suggest that you need to be vigilant in checking potential new employees. After all, if they are economical with the truth as job applicants, how can you trust them as staff? So what are the top employment checks that you should always make and how do you undertake them?
Job Applications
Even though a CV determines who gets an interview, many employers still accept the information given on them at face value. This is risky given that the temptation to stretch the truth as to qualifications and experience can be too much for some candidates, Therefore, it’s vital to quiz applicants on their job history. Also look carefully at the dates given for career and qualifications and question them about any gaps.
Tip. If professional or other qualifications are vital to the job, ask to see the certificates. Where possible only accept the originals. You can also check that those claiming to have a professional membership at a certain grade actually do so by asking for their membership number. Then contact the relevant professional body.
Right to work. As the Immigration, Asylum and Nationality Act 2006 is now in force, it’s crucial to ensure that job applicants have the right to work in the UK. This is because accidentally employing someone after February 29 2008 who does not have the right to work, could land you with a fine of up to £10,000 per person.
Tip. Check all original documents that prove a right to work and look for any inconsistencies. However, avoid any potential allegations of discrimination by asking all applicants for proof.
References
Once you have found the right person, obtaining comprehensive references is an area that many soon to be ex-employers still are not managing properly. This is due to the erroneous belief that they risk being sued for providing a reference that negative in some way. This is not true providing the information given is factual.
Tip 1. You can ask a previous employer (1) if the applicant was subject to any disciplinary proceedings and if so, the outcome/ / (2) if any grievances were raised/ / and (3) how much time off sick was taken in the last year.
Tip 2. When you make a job offer, state that it’s conditional on satisfactory references being obtained first.
No-go areas
Finally, you need to be aware of the information you can’t ask for, For example, the old loophole that allowed any employer registered with the Criminal Records Bureau to make criminal record checks on all new staff has now been closed. Instead, it’s confined to certain jobs, e.g. involving work with vulnerable adults and children. Neither can you ask job applicants to disclose “spent” convictions except for a limited range of occupations. Finally, carrying out pre-employment checks is usually only acceptable for those working in the financial sector or security industry.
Check CV’s for unexplained gaps and get proof of key qualifications and professional memberships. Also ensure that all applicants are allowed to work in the UK and make job offers conditional on obtaining satisfactory references.
Source: Tips & Advice Personnel November 27 2008
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