Pre-Employment Screening and Lies

It is a well-known fact that people tell lies. Havingtheir people risks by providing a comprehensive
accepted this fact it is reasonable to assume thatchecking and validation solution to support
applicants for employment positions will tell lies, orrecruitment and operational decisions. It will
at least believe it to be acceptable to jazz upprovide accurate information and impartial advice
their CV's by exaggeration.about people that companies need to be able to
A recent survey conducted by an Internetrely on including permanent or temporary
recruitment site found that two thirds of theemployees, job applicants, agency or contract
British workforce believes that it is acceptable tostaff, sub contractors, suppliers and potential
lie to obtain employment. Indeed most UKbusiness partners.
employers will no longer accept CVs and claimedGSL offers a range of service level options
qualifications at face value. Increasingly jobaccording to the sensitivity, authority and
seekers are facing a range of assessment toolsresponsibility of the position for which candidates
such as psychometric profiling and ability tests.are being screened. Alternatively, its consultants
More and more employers are utilising thewill work with clients to create a customised
services of pre - employment screening orservice to meet their individual company needs.
checking into the backgrounds of theirAt the most basic level is a check that the
prospective employees.subject is who he or she claims to be, that they
Some employers now have the lawful right andhave the education and qualifications that they
duty to obtain conviction material about theirclaim that they have the right to work in the UK
employee's via the Criminal Records Bureau. Withand that their previous employment record is
effect from autumn 2008 those who wish to beconsistent with their CV.
employed with children and vulnerable adults willGSL is a leader in the UK and on an international
have to enter into the newly formed Vettingscale in the provision of critical primary and
& Barring Scheme. From point of entry theysupport services for corporate organisations and
will be subject to monitoring and employers will bepublic authorities. As such, the company has
made aware of matters that might affect theirextensive experience in designing and
continued suitability to work with these groups.implementing clearance procedures for positions in
Existing employees working within these fields willhigh security or sensitive environments.
also have to enter into the scheme ensuring thatThe GSL consultants include former senior police
people working with those at risk are constantlyofficers experienced in combating fraud and
monitored and subject to vetting to ensureidentity theft, alongside former special branch and
continued suitability for the work.intelligence staff together with human resources
More and more employers are turning toand information technology specialists.
pre-employment screening and backgroundGSL ESVS is registered with the Criminal Records
checking to give them the comfort of knowingBureau and Disclosure Scotland and authorised to
that the applicant is who they say they are, canact as an umbrella organisation to carry out
lawfully work in the United Kingdom and does notcriminal records checks and checks against people
present a risk to themselves, their workwho have been barred from working with children
colleagues and the company's clients.or vulnerable adults. It is registered under the
Pre-employment screening when carried outData Protection Act and complies with standards
thoroughly can reveal information that theset by the security industry and Financial Services
applicant either deliberately or mistakenly omits toAuthority and the relevant requirements of the
bring to the attention of the prospectiveFinancial Services and Markets Act 2000.
employer. A quality based pre-employmentGSL's director of ESVS Paul Leadbeater said,
screening process should check the authenticity"Effective checking minimises the cost of poor
and integrity of identity documents, claimedperformance by candidates who have
qualifications and employment and educationalexaggerated their qualifications, abilities and
history.experience. It could reduce turnover and
Robust background checking of an applicant'sassociated costs of recruitment and training. It
claimed employment history can reveal a lothelps avoid industrial tribunals or involvement in
about the applicant and coupled with othersituations that could damage the organisation's
pre-employment screening tools enablesreputation. It will significantly reduce an
employers to select the best candidate for theorganisation's exposure to risk of fraud or
position.dishonesty that cost industry billions of pounds a
GSL, via its Employment Screening &year. Employers who fail to carry out appropriate
Validation Service (ESVS) offers a tried andpre -employment screening and background
trusted process of background checking andchecks may be held accountable if an employee
screening to clients, which is based on over 50placed in a position of trust commits an offence
years experience. ESVS has to meet exactingwhile working.
pre- employment screening and vetting standardsThis includes illegal workers with falsified
on applicants for employment within its businessdocumentation or candidates who hide a criminal
streams many of which offer employmentrecord that is subject to disclosure or the fact of
opportunities to individuals who will ultimately workhaving been banned from working with children or
on sensitive government contracts.vulnerable adults.
The GSL service can help organisations control