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07.09.07
Pre-Employment Screening and Lies
By Jay Khan
It is a well-known fact that people tell lies. Having accepted this fact it is
reasonable to assume that applicants for employment positions will tell lies,
or at least believe it to be acceptable to jazz up their CVs by exaggeration.
A recent survey conducted by an Internet recruitment site found that two thirds
of the British workforce believes that it is acceptable to lie to obtain employment.
Indeed most UK employers will no longer accept CVs and claimed qualifications
at face value. Increasingly job seekers are facing a range of assessment tools
such as psychometric profiling and ability tests. More and more employers are
utilising the services of pre employment screening or checking
into the backgrounds of their prospective employees.
Some employers now have the lawful right and duty to obtain conviction material
about their employees via the Criminal Records Bureau. With
effect from autumn 2008 those who wish to be employed with children and vulnerable
adults will have to enter into the newly formed Vetting & Barring Scheme.
From point of entry they will be subject to monitoring and employers will be made
aware of matters that might affect their continued suitability to work with these
groups. Existing employees working within these fields will also have to enter
into the scheme ensuring that people working with those at risk are constantly
monitored and subject to vetting to ensure continued suitability for the work.
More and more employers are turning to pre-employment screening and background
checking to give them the comfort of knowing that the applicant is who they say
they are, can lawfully work in the United Kingdom and does not present a risk
to themselves, their work colleagues and the company's clients.
Pre-employment screening when carried out thoroughly can reveal information that
the applicant either deliberately or mistakenly omits to bring to the attention
of the prospective employer.
A quality based pre-employment screening process should check the authenticity
and integrity of identity documents, claimed qualifications and employment and
educational history.
Robust background checking of an applicants claimed employment
history can reveal a lot about the applicant and coupled with other pre-employment
screening tools enables employers to select the best candidate for the position.
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GSL, via its Employment Screening & Validation Service (ESVS) offers a
tried and trusted process of background checking and screening to clients, which
is based on over 50 years experience. ESVS has to meet exacting pre- employment
screening and vetting standards on applicants for employment within its business
streams many of which offer employment opportunities to individuals who will ultimately
work on sensitive government contracts.
The GSL service can help organisations control their people risks by providing
a comprehensive checking and validation solution to support recruitment and operational
decisions. It will provide accurate information and impartial advice about people
that companies need to be able to rely on including permanent or temporary employees,
job applicants, agency or contract staff, sub contractors, suppliers and potential
business partners.
GSL offers a range of service level options according to the sensitivity, authority
and responsibility of the position for which candidates are being screened. Alternatively,
its consultants will work with clients to create a customised service to meet
their individual company needs. At the most basic level is a check that the subject
is who he or she claims to be, that they have the education and qualifications
that they claim that they have the right to work in the UK and that their previous
employment record is consistent with their CV.
GSL is a leader in the UK and on an international scale in the provision of
critical primary and support services for corporate organisations and public authorities.
As such, the company has extensive experience in designing and implementing clearance
procedures for positions in high security or sensitive environments.
The GSL consultants include former senior police officers experienced in combating
fraud and identity theft, alongside former special branch and intelligence staff
together with human resources and information technology specialists.
GSL ESVS is registered with the Criminal Records Bureau and Disclosure Scotland
and authorised to act as an umbrella organisation to carry out criminal records
checks and checks against people who have been barred from working with children
or vulnerable adults. It is registered under the Data Protection Act and complies
with standards set by the security industry and Financial Services Authority and
the relevant requirements of the Financial Services and Markets Act 2000.
GSLs director of ESVS Paul Leadbeater said, Effective
checking minimises the cost of poor performance by candidates who have exaggerated
their qualifications, abilities and experience. It could reduce turnover and associated
costs of recruitment and training. It helps avoid industrial tribunals or involvement
in situations that could damage the organisations reputation.
It will significantly reduce an organisations exposure to
risk of fraud or dishonesty that cost industry billions of pounds a year. Employers
who fail to carry out appropriate pre employment screening
and background checks may be held accountable if an employee placed in a position
of trust commits an offence while working.
This includes illegal workers with falsified documentation or candidates who
hide a criminal record that is subject to disclosure or the fact of having been
banned from working with children or vulnerable adults.
About the Author:
This article has been brought to you by GSLemploymentscreening. GSLemploymentscreening are trusted Specialists in employment screening, full pre-employment screening checks, criminal record checksandany type of check you may require for your peace of mind.
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