Pre-Employment Background Checks UK

Accounts Supervisor Stole From New Employer While On Bail

2011-03-18T00:22:00.006Z

A woman working in a position of trust was sacked after she was found to have stolen £100,000 from the dealership which employer her. Yet, while out on bail, she was able to secure a part time position at another dealership where she promptly began thieving again. Her offenses have now landed her two years in jail.

When her part-time position became full-time, her employers ran a CRB check and discovered how she had been sacked from her previous employ. She was subsequently let go, and an account review revealed she had stolen over £12,000 from her newfound employers. Her job had been to bring money to the bank, and instead it went to her pocket.

Reports state that she spent the money on indulging friends and family. Moreover, before her fraud was revealed she had been regarded as a highly prized employee. A previous employer had said of her that she was ‘an integral part of the team and very much part of the family’.

Employers can avoid such embarrassing hiring situations by completing due diligence checks and vetting those they take on as new staff. Knowing why an employee left their previous place of employment is important to the health of an organization.

In the recovering economy many people are tempted to make some quick cash hoping their superiors will turn a blind eye. While such individuals may escape detection for some time, they will invariably be caught and tried. Yet the monetary damage they have done is irreversible, and companies will have little choice but to count the stolen money as a loss.

A forward looking pre-employment screening strategy is the best approach to risk management, landing you honest hires with no crooked past to hide. A >£70 CRB check could have saved this organization £12000. And while it may seem folly to accuse everyone of being a potential thief, the safest course is to trust, but verify.

Do you know who you’re hiring? For more information visit backcheck.co.uk

Government Admits To CRB Mistakes

2011-03-04T12:58:00.000Z

As a result of over 17000 mistakes in CRB records during the past 7 years, a sum of more than £1 million has been paid out as a means of apology. Individuals who sought to work with vulnerable people were told that their criminal records made them ineligible. The information which barred them from working was inaccurate. Though many sought to contest the allegations, doing so would not net them the positions they had originally applied for.

Vetting checks began in 2002 and the volume of checks has increased every year since their inception. Last year, the number of complaints rose to 2,564. However the Home Office claims that despite their admitted mistakes, the rate of accuracy in the checks is over 99 per cent.

Criminal record verifications remain an important aspect in the safeguarding of youths and vulnerable people in the UK. Though some claim verifications to be overused and in some cases abused, few other options remain for verifying who works with the nation’s youth. As a progressive forward looking strategy, verifications seek to deter paedophiles and other staff who may pose a risk to others from entering positions where they could cause harm.

For more information, visit backcheck.co.uk.

Verifications and Profitability

2011-02-24T14:44:00.002Z

Profitability is the driving force of any company. Unprofitable companies simply cannot remain in business for a long time. As there exist numerous strategies to grow your profitability, it is important to evaluate the use and effectiveness of each one and how it applies in your case.

A company’s profits revolve around two things, their staff and their client base. The staff’s prerogative is to deliver the goods or services to meet the clients’ needs. Staff are also responsible for growing the client base, and increasing the volume of orders. Without the proper staff, or enough clients, a company does not survive.

Hiring staff can be trying. Finding the right fit for a company takes time, and an understaffed organization can not easily keep up with customer demand. Moreover, staff turnover exacerbates the problem of understaffing, and should be limited if at all possible.

Implementing a pre-employment screening program mitigates the difficulties of employee turnover. By decreasing the time it takes to fill a position, and verifying the quality of the hire, the implementation of such a program is of great value. Using the information gathered on job candidates, the hiring pool is quickly shrunk to a manageable size, and relevant information eases the decision process.

While some companies abstain from verifications due to the upfront costs, they can easily find themselves at a loss. Competing companies using verifications will have greater productivity, a higher quality of staff, and lower staff turnover. As a tool, verifications are used to cut employment costs, deter fraudulent and high turnover staff, and increase overall profits.

The greatest value in pre-employment verifications is seen with a partnership to a third party provider. Specializing in verifications, a third party provider is able to apply their expertise to succinctly provide the information needed for you to make the best hire. Doing verifications in-house often proves to be time consuming, causing HR professionals to fall behind on their other duties.

BackCheck is a world leader in pre-employment verifications. Our staff are committed to helping you narrow your hiring pool to find the most apt candidate in the least amount of time.

For more information, visit backcheck.co.uk

Implementing a Pre-Employment Screening Strategy

2011-01-28T13:04:00.004Z

Background checking in the UK is a growing industry. Many businesses still do not see the benefit to a forward looking policy of screening new employees and safeguarding both the organization’s profitability and reputation. While background screening is not a definitive guard against employee fraud, it is a vital tool in the protection of an organization’s future.

Being able to summarize a candidate’s work history, criminal records, educational background or credit report allows an organization to minimize its hiring pool and more quickly select an apt candidate. A candidate with a poor credit history, for example, may be less attached to an organization’s needs than to their own financial desires.

Pre-employment screening is a cost effective means of proactively hiring new staff without any surprises. Greatly reducing the costs of employee turn-over, as well as staff fraud and its related expenditures, the implementation of a forward looking policy is a benefit to any organization.

BackCheck has been aiding companies to screen potential employees for over a decade, and has the capacity and expertise to meet your needs. As a third party contractor specializing in pre-employment screening, the services we provide are both cost effective and objective. Having never met the job candidate, our interviewers provide an unbiased picture of the candidate’s history of accomplishments.

To learn more, visit BackCheck.co.uk

School Caretaker Was “Persistent Fraudster”

2011-01-18T13:05:00.001Z

A man with a history of 95 crimes was able to work at a Maryport school for seven months because his CRB check was delayed. The man, hired as a caretaker, did not reveal his criminal history during his application, and was hired in the interim while his background check was conducted.

The caretaker was not put in a position of authority over any school children, nor did his past crimes warrant him a place on the “List 99”, which bans individuals from working in a school environment. However, during his time at the school, he was given the master key to the school grounds and had access to all areas of the secondary school.

The man’s past convictions mostly centered around fraud and dishonesty, some of which landed him jail time. When a laptop went missing at the school in 2010, the man stopped going to work, sending in a series of sick notes and staying out of contact. This was prior to the results of the CRB check.

The matter of the laptop was later dropped in court when no evidence could be brought against the former caretaker. However, new convictions of fraud were brought against him due to his dishonesty in the hiring process. It is not known what other crimes this career con-artist perpetrated during his seven months with full access to the school.

While it was unfortunate that the CRB check took so long to return, the school did not make any further attempts to discover who they had hired. While three references had been contacted, they did not reveal much about the man. A credit check, for example, would have revealed long gaps in unemployment during which the man was jailed. An employment verification would likewise have done much to scrutinize the man’s past and raise questions about employment gaps.

Ever greater delays in the CRB checking process provide an opportunity for conmen to gain employment at institutions where background checks are few. Were this school to have used a more in-depth background checking process, the matter of hiring a dishonest career criminal would have been moot.

For more information, visit backcheck.co.uk.

Council Still Carrying Out Inadequate Background Checks on Teachers

2011-01-06T15:20:00.003Z

Nine years after a school caretaker murdered two schoolgirls in Cambridgeshire, nearly two thirds of audited schools continue to conduct inadequate background checks. An audit of sixteen schools found that ten failed to carry out proper checks prior to allowing teachers and staff work with children.

The annual audit of CRB checks began after it became clear that the former caretaker had had allegations of sexual assault in his criminal past, and been hired just the same. The council has since made every effort to increase the security and hiring scrutiny of new staff at their schools, all to little avail.

The audits over the past year have been only mediocre, showing that some schools are not even conducting a 30 minute check to see if a candidate is banned from teaching. Other times, schools were not checking on provided references. This lack of scrutiny shows poor judgement on the side of the schools, and reflects poorly on the school board.

While teachers are able to begin work prior to completing a CRB check, they must have a ‘List 99’ check completed, which verifies they are not barred from working in a school environment. The fact that some of the audited schools did not complete these when required has led to the conclusion that there must be many other schools demonstrating the same behaviour.

Schoolchildren in the Cambridgeshire district are still at a significant risk due to the inadequate checks being performed by the individual schools. The audits began in 2004 after a caretaker, who used a fake name to get hired, slew two schoolgirls. Another incident like this cannot be allowed to take place again. Do you know who you're hiring?

For more information on proper background checks visit backcheck.co.uk

Convicted Molester Hired at NHS Trust

2010-12-22T16:43:00.002Z

Employees at an NHS trust were shocked at the news that one of their managers had been previously convicted of indecent assault of his patients. The manager was previously a GP, when in 2003 he was sentenced to a yearlong jail sentence for assaults against seven women.

The man’s criminal history was only revealed when a victim made the discovery through an online website which listed him as working at the trust. After details of his past were revealed the man was sacked, however it is yet unclear how he was able to regain a position after his conviction.

As a temporary contractor, the man had been hired through an agency, which did not run a criminal check on him as his new position did not have him in contact with patients. The agency had asked him to disclose any previous criminal convictions, which he failed to do.

Without performing a verification, simply requesting that a candidate with a criminal past disclose his convictions is tantamount to asking for a lie. In this instance, the man had nothing to lose by lying about his past, as no due diligence on the legitimacy of his claims was undertaken. His hire has been a blemish on the NHS trust, and an affront to his victims.

Do you know who you’re hiring?
For more information, visit backcheck.co.uk

Increased Tuition Fees Will Mean More Fake Degrees

2010-12-13T16:50:00.003Z

Degree mills are becoming an ever more common means of acquiring seemingly valid credentials. In a country like the United States where tuition fees are exhorbitant, fake credentials from degree mills are an easy way for job applicants to get a chance interview, and land a job.

The practice of operating degree mills in the UK is on the rise, and the proposed increase in tuition fees will further bolster a business providing false credentials. Degree mills make it their business to seem like viable institutions, and without the proper resources a verification of such a degree may come back clear.

To circumvent these difficulties, BackCheck uses an integrated network of educational institutions to provide verifications. When a new institution is added to the network, the institution is first verified before any degree can be vetted. Our experience with catching false credentials is extensive, and we strive to ensure that candidates have the skills they claim.

False credentials are yet another part of a good pre-employment check, and go hand in hand with the abundance of CV lies which pervade the job market today. Knowing whether an applicant’s credentials are viable is a key point in making a good hiring decision. Compared to the cost of hiring an under-qualified employee, a credential verification is a smart way to be sure you get the most out of your new hire.

For more information, visit backcheck.co.uk

Incomplete Criminal Check Leads to Theft From Till

2010-12-07T14:25:00.004Z

BackCheck received a call from a client who had discovered that a new hire had been caught stealing from the till, and had been doing so since he was hired. The hire had not completed the vetting process as he had not provided the information required for his criminal record check.

The client had hired the candidate in good faith, as the information for the criminal record check had not been provided and the check could not be processed. After the hire was caught stealing, the client discovered that he had a lengthy criminal record.

Had the checks been completed prior to hire, the client would have been spared the trouble of hiring a criminal. BackCheck encourages all of its clients to be diligent with their files, and not let any new candidates off the hook. It just might put you on it.

For more information, visit backcheck.co.uk

Cabbie Crime Records Not Kept On File

2010-12-02T15:14:00.002Z

Last month, a Woking taxi driver was arrested for sexual misconduct with his clients, and has since been added to the Sex Offender’s Register for five years. His actions resulted in his job loss, and questions brought to the Woking Board Council about the histories of other cabbies.

The WBC has acknowledged that no records are kept on their taxi drivers as they fear unauthorized employees could get hold of them. As a result, the WBC does not know how many of their cabbies are on the Sex Offender’s Register, nor how many have spent or unspent criminal convictions.

Were the WBC to use a third party contractor to manage their CRB checks and records, the cost of updating the records and the inherent security risks would not be a problem. Third party providers allow for diligent record keeping offsite, accessible only to those who have appropriate clearance.

Information regarding criminal disclosures and sexual misconduct is vital in keeping taxis a safe environment for clients, and fostering a good reputation. While CRB checks are conducted regularly by law, disposing of such information is a wasteful habit which leaves much to be desired.

For more information, visit backcheck.co.uk.

Background Checking Tools To Save Your Business

2010-11-16T23:21:00.003Z

The need for pre-employment screening in today’s job market is self-evident. Fictitious information on CVs is ever more prevalent, and the practice of embellishing a CV has become more accepted among job seekers. Tampering with CVs can lead a company to hire an immoral candidate while overlooking a more suitable and honest choice.

Hiring the wrong candidate can put your company at risk, whether it be due to an undisclosed criminal past, shaky financial footing, past problems working in a group setting, or outright lying. Not verifying a candidate’s work history, for example, gives the candidate carte blanche to pad their CV and get an edge on the competition.

Background checks provide a clear image of your candidates, reducing the hiring pool, and filling the position faster. As many candidates present themselves for any given position, companies save time and resources when conducting pre-employment background checks.

A vacant position is resource intensive, drawing time and energy from current employees to keep up with the work load. The longer the position is vacant the more these resource costs mount, adding greater burden to your company.

Information regarding a candidate’s past work aptitude is vital when choosing who to add to your team. The CV should be checked for gaps in employment, and a five-year employment verification should be run to check dates of employment and job titles.
Other important screening tools include checking financial stability, education, criminal history, and civil matters.

Assuming a candidate has fed you truthful information can turn into a financial burden in the long run. It pays to have foresight, and check first.

For more information, go to backcheck.co.uk.

Lies On A CV Catch Up

2010-11-11T13:08:00.003Z

For the past five years, a British born scientist has been working at the New Zealand Defence Technology Agency under false pretence. The scientist has been sacked after a whistle-blower tipped off defence officials about his false CV credentials.

The scientist claimed on his CV to have prior experience with MI5, MI6, the Royal Marines and even as a member of the British Olympic bobsledder which raced against the Jamaican Cool Runnings team. As chief military scientist, he has been leading a team of 80 at the agency, and been privy to classified material at the highest level. His claims were false.

This story is reminiscent of the NHS administrator jailed in July for lying on her CV. Her deception was quickly revealed as her performance was distinctly sub-standard. In January, another NHS manager was jailed for misrepresenting his credentials, claiming to have a doctorate and a master’s degree.

A CV is a representation of one’s past accomplishments and experiences. By embellishing their ability, these individuals knowingly cheated their employers. With such prevalence of CV falsehoods in the marketplace, employers have increased their vigilance. What was once commonplace can now land you a jail sentence.

For more information visit backcheck.co.uk

Government To Review Vetting And Barring Scheme

2010-11-02T15:37:00.004Z

The established vetting and barring scheme is set to face large changes after a recommendation from the Home Office in the new year. The review comes after complaints from many volunteers reticent to undergo mandatory CRB checks to be able to work with children and other vulnerable people.

The review seeks to scale back the system in an effort to encourage volunteers. Yet the new scheme will exclude volunteers if it can be shown that children would not be safe in their care.

However without a national database of volunteer information, it seems unlikely that the reviewed scheme will be able to limit access only to worthy volunteers. CRB information is pivotal in demonstrating the safety of volunteers prior to their contact with children and other vulnerable people. How the Home Office hopes to ensure the safety of such groups without obtaining background information has yet to be revealed.

Contrasted to the job market, the reviewed VBS may fall short of the mark. When hiring a new candidate for a position, few organizations would gainsay the need to ascertain background information. It has been shown that comprehensive background screening increases confidence in new hires, increases staff productivity, reduces staff turnover, and greatly reduces liability.

The safety of youths and other vulnerable people is of utmost import. Stepping back the requirement of fore-knowledge on potential volunteers may be putting youths at risk. As any recommendation from the Home Office will have the needs of vulnerable people as its utmost concern, it is likely that some form of vetting will continue in the future, and the need for a national database will continue to exist.

To learn more about vetting, visit backcheck.co.uk

Over £12 Million Shoplifted Everyday

2010-10-28T01:34:00.003+01:00

£4.4bn have been stolen during the past year by shoplifters, and a third of those thefts were carried out by employees. The UK has one of the worst records in the world for shoplifting.

Compared to the previous year, the value of goods stolen from retailers has decreased, but the problem of theft is still rampant. A typical theft costs retailers £93, and these costs affect each family in the country.

While nearly £1bn was spent on increased security last year, staff were yet able to abscond with retail goods. Poor staff morale, low pay, and a slim chance of being caught all contribute to the rash of thefts across the nation.

Security at retail outlets may not be the best way to control inventory shrinkage. Implementing comprehensive background checks on staff ensures that only employees of integrity become a part of your team.

Background checks increase staff morale, decrease staff turnover, lower retail theft, and save businesses money. CRB checks, reference interviews, credit reports, and identity verifications are some of the services effective at detering unsavoury staff from working at your workplace.

BackCheck has the experience and knowhow to protect you company from hiring the wrong employee, and safeguarding your bottom line. See backcheck.co.uk for more information.

Teachers Begin Work Without Checks

2010-10-18T23:30:00.003+01:00

As reported in the East Anglican Daily Times, 47 schools and colleges in Suffolk have allowed teachers to begin working prior to the completion of their Enhanced CRB checks. The reason for this: staff shortages and CRB check delays.

While the Department of Education has said that teachers were screened against a database of sex offenders and subjected to other checks, Enhanced CRB checks are in place to protect the students. There were reportedly 61 teachers who began their work in September prior to having the CRB checks completed.

The decision to allow teachers to begin in classrooms prior to CRB completion has drawn sharp criticism from the NSPCC’s head of children protection, who points out that any such teachers require supervision while in the classroom.

The CRB targets a 28 day turn-around for their checks, and try to hasten the process for those in need of Enhanced CRB checks. This incident is one more reason why candidates for new positions should plan well ahead to ensure they don’t suffer the same pitfalls.

Learn more about our services at backcheck.co.uk

Tiered Reference Interviews Save Time and Money

2010-10-13T13:53:00.002+01:00

Employment reference checks are a cost effective method of gathering information on a potential hire. A candidate’s past employer is best suited to provide details on your candidate’s aptitude and personality traits.

HR departments can easily get bogged down by the time needed to perform reference interviews. It is not uncommon to be unable to reach a person during working hours, and special accommodations must be made to procure the reference.

BackCheck’s highly trained and professional HR interviewers provide a specialized service which never misses a call and always follows-up, day or night. Our staff are expert at uprooting discrepancies, and as we have not met your candidate, no bias will find itself in the report.

Our reference service is segregated into four tiers to accommodate a wide range of detail. An entry level position does not require the same level of detail as an executive hire. We will tailor your reference to meet the industry’s needs, and provide the detail you seek.

Using our integrated web based browser, you can see the progress of the references and read them in real time. Should any issue arise, or further detail be required, a follow-up call can be made within minutes.

We strive to keep our customers happy and well informed, so that staffing decisions are simplified and a clearer picture of the hiring pool is presented. Partner with BackCheck to secure your businesses’ future, and be sure to have the right staff on board.

For more information, visit backcheck.co.uk.

CRB Checks Necessary For Working With Children

2010-10-05T01:22:00.001+01:00

CRB vetting individuals who will be working with children is an important aspect of establishing a safe and secure environment. Some people, however, do not recognize the importance of CRB vetting, and see only the stigmas attached to the process.

A recent story in the Guardian details the experiences of the owner of a woodland centre, and how he came to change his mind on the issue. A link to the article may be found here. The woodland centre is focused on creating a peaceful environment for people going through tough or uncertain times, allowing them to reflect on life.

BackCheck’s expertise in the field of background checking gives organizations an opportunity to retrieve the most complete information on a candidate prior to hiring. We provide many organizations with CRB checks, a professional reference service, employment verifications, and many other checks.

To learn more, visit backcheck.co.uk.

A Case for Conducting Criminal Disclosures

2010-09-28T16:26:00.003+01:00

Recently, a commercial cleaning company seeking to hire a new candidate was interested in learning more about this potential employee. The client first conducted a ‘Right To Work Document Verification’ to test the candidate’s eligibility. The verification came back clear, but had the client stopped there, it would have been a terrible mistake.

On the application form, the candidate did not admit to any unspent criminal convictions, however the client was prudent enough to verify this. The result of the Criminal Disclosure came back not clear, with 12 convictions on record, including a serious offense which resulted in a 16 year jail sentence.

Among the offences were: burglary and theft, criminal damage, minor traffic offences, robbery, wounding with intent, and using a firearm to resist arrest. It is no surprise that the candidate had wanted to keep this information from their prospective employer.

BackCheck’s philosophy for safe hiring is to ‘Trust, But Verify’. Unsavoury candidates will often conceal their past criminal or employment histories, which can lead companies to make poor hiring decisions.

Contact BackCheck UK for more information.

Millions Remain Unemployed in the UK

2010-09-21T01:41:00.002+01:00

An estimated 2.47 million people remain unemployed in the UK. The recession of 2008 continues to have lingering effects on the lives of 7.8% of the UK’s eligibly employable. While most are willing to work, the employment rate is only starting to rise.

According to the Office for National Statistics, the quarter leading up to July 2010 represented the largest gain in employment since May 1989. With hiring on the rise, the likelihood of contracting falsehoods in employment applications will also be high. The promise of employment can lead to poor moral decisions, including CV fraud, and other forms of misinformation.

A company not involved in the active vetting of new candidates may mistakenly make a poor hire. As a poor fit for the job, such a candidate’s production will likely be insufficient, and may cause revenue loss for the organization, including the time spent in training, and possibly the costs associated with hiring the proper candidate for the position.

Poor hires present a risk to companies trying to survive during the economic recovery. Vetting new candidates helps to increase employee retention, promote greater staff productivity, and decrease liability. A forward looking pre-employment screening solution can be a cost saving tool for any organization large or small, preventing the repeated costs of hiring to fill a position with the right staff member.

To learn more, contact backcheck.co.uk.

Job Candidate asks for Advice before Lying on his CV

2010-08-20T19:17:00.002+01:00

The following is an actual Live Chat ‘conversation’ between a BackCheck Client Care Specialist and a job seeker. Please note that names have been changed.

Rob: Welcome to BackCheck's live chat service. How can I help you today?

John: Hi, im about to lie on my CV, and would like to know how many companies use your services? Also how do they check employment details without permission from candidate?

John: hello?

Rob: Hi John, we do not process any checks without explicit consent from the candidate. If we have that, we can verify all manner of employment details from education qualifications to periods of previous employment.

John: so you can only do checks if the candidate gives you the go ahead?

Rob: That is our own internal policy, yes. Although many companies incorporate checks as a part of their hiring process, and refusal to provide permission may lead the company to assume that a candidate is being untruthful.

John: I see, do these checks happen before or after the interview?

Rob: Employment checks are becoming more and more rigorous in our experience, my strong advice to you would be to stick with only the truth on your CV.

Rob: It can entirely depend on the company's recruitment procedures.

John: i see - ok thanks for your help rob.

Rob: You're welcome, John.

Unfortunately, many job candidates today are ready and willing to lie on their CV as a means of gaining employment. The only way to safeguard your company from hiring these dishonest candidates is to conduct pre-employment background checks.

To learn more about BackCheck’s pre-employment screening services, click here.

Business Fraud Surpasses the £1bn Mark.

2010-07-22T22:52:00.003+01:00

For the first time ever business fraud in the UK has surpassed the £1bn mark. According to BDO’s half yearly Fraudtrack analysis, the first six months of this year saw UK businesses lose £1.06bn to fraud, with the average value of a single business fraud increasing to almost £6m (up from £5m last year). BDO expects that we’ll see more enforcement by regulators in the financial services arena, especially when it comes to insider dealings. According to Simon Bevan, Head of the Fraud Services Unit at BDO LLP:

“In the past we have seen a focus on procurement type frauds i.e. UK public and private sector organisations paying too much for goods and services. However as the recession continues we are starting to see the other side of the fraud equation, namely revenue dilution fraud. We are seeing companies where management commits fraud by either setting up ‘companies within companies’ or diverting lucrative contracts away from the company to third party accomplices.”

Bevan went on to say: “Linked to this unethical activity is an increase in insider dealing where management don’t directly defraud their own employer but their actions leave them open to stringent, and often public, enforcement action by financial regulators. The Financial Services Authority has been cracking down on insider dealing this year with a number of individuals receiving criminal convictions and/or confiscation orders.”

According to BDO, the following sectors and regions are the most at risk for business fraud:

•Finance and Insurance -- 49% of all fraud is in this sector.
•Mortgage fraud -- 36% of fraud in the finance sector can be attributed to mortgage fraud. Overall it accounts for 1/5 of all reported business fraud.
•Third party customers and suppliers are responsible for 17% of all reported fraud on businesses.
•Management ‘cooking the books’ accounts for 16% of reported business fraud
•71% of business fraud occurs in London and the South East.
•Wales experienced a 15% increase in the interim period (up from only 2% last year).

How can businesses protect themselves?

1.Conduct thorough pre-employment background checks on all employees, including:
•Criminal Record Checks
•Credit Enquiries
•Education and Employment Verifications
•Reference Checks

2.Question and investigate unexpected good news to the same degree as you would investigate unexpected poor performance.

To learn more about pre-employment screening visit www.backcheck.co.uk

CRB and Reference Checks not conducted on all staff at Somerset Schools

2010-07-09T23:29:00.002+01:00

According to the BBC a recent council report reveals that many school staff in Somerset are currently employed without having the proper Criminal Record Bureau (CRB) or reference checks conducted. Half of the council-run county schools that Inspectors audited had issues with their CRB clearance.

In response, the council argued that if a person was known to them through past volunteering, or as a parent to one of the school’s children, they would waive the reference requirement. Further, in response to the findings that there were also staff members working without a CRB check completed, the council stated that at the discretion of the Head Teacher, staff may start work pending a CRB check.

The Somerset County Council has drawn up an action plan to address the issue:

"In all cases where non-compliance was identified remedial action has been taken and the local authority has obtained confirmation from the schools concerned that they understand what is required, have taken action to ensure compliance and amended their procedures to ensure compliance.

"In addition, the issues highlighted have been raised with head teachers and school administrators in briefing sessions.

"An action plan in response to the audit report has been drawn up by the local authority to ensure schools are absolutely clear about best practice and Somerset policy and procedures."

VBS Registration Halted

2010-06-23T22:58:00.001+01:00

In response to criticism that registration with the Vetting and Barring Scheme is “disproportionate, overly burdensome, and infringes on civil liberties”, the Government has announced that it will no longer be requiring registration for new employees working or volunteering with children or vulnerable adults (www.theHRDirector.com). Voluntary registration with the VBS was set to start on July 26th, with compulsory registration due in November. The scheme is still in the works, however, but will be reviewed and scaled back.

The following requirements remain in place:
•The ISA (Independent Safeguarding Authority) will maintain a list of those barred from working with children, and one for those barred from working with vulnerable adults. It is a criminal offence for individuals barred by the ISA to undertake, or attempt to undertake, work with children or vulnerable adults. It is also a criminal offence for employers to employ a banned individual for this type of work.
•Employers are still legally required to inform the ISA if they have removed or moved an individual because they have harmed -- or there is a risk of harm – to one of the vulnerable groups.
•Existing requirements regarding CRB (Criminal Records Bureau) Checks will remain in place.

CRB Requirements:
Any individual undertaking a Regulated Activity, either through employment or as a volunteer, will require an Enhanced CRB Disclosure.

A Regulated Activity is defined as:

•Activity involving contact with children or vulnerable adults that is of a specified nature (e.g. training, teaching, care, supervision, advice, medical treatment or, in certain circumstances, transport) on a frequent, intensive and/or overnight basis.
•Activity involving contact with children or vulnerable adults in a specified place
e.g .schools, care homes, etc), frequently or intensively.
•Fostering and childcare
•Certain specified positions of responsibility (e.g. school governor, director of children’s services, director of adult social services, trustees of certain charities).

To learn more, please visit www.backcheck.co.uk

What is the difference between a Basic, Standard and Enhanced Disclosure?

2010-06-08T20:11:00.001+01:00

There are three levels of Criminal Record Disclosures available in the UK – a Basic Disclosure, a Standard Disclosure and an Enhanced Disclosure. The three levels of criminal record disclosures relate directly to a piece of legislation titled The Rehabilitation of Offenders Act 1974 (ROA). This legislation was introduced in order to protect individuals who are convicted of minor, one time offences, from future discrimination by stating that certain criminal convictions can become ‘spent’ after a specified period of time (the ‘rehabilitation period’). Once a conviction has become spent, an individual can truthfully declare that they do not have a criminal record. Employers cannot legally ask candidates about spent convictions, and cannot consider them in recruitment decisions. However, some positions are exempt from this legislation.

Types of Criminal Disclosure:

1. Basic Disclosure: This level of disclosure searches the Police National Computer for convictions which are not spent under the terms of the ROA. It discloses all such convictions, or states that there are none.

As it discloses only unspent convictions, a Basic Disclosure is available to any individual applying for, or already employed in, any position. For this reason, it is the most commonly ordered disclosure and is suitable for all industries and levels of candidates.

2. Standard Disclosure: This discloses details of all spent and unspent convictions, cautions, reprimands and warnings on the Police National Computer (PNC).

3. Enhanced Disclosure: This discloses details of all spent and unspent convictions, cautions, reprimands and warnings on the Police National Computer. An Enhanced Disclosure may contain non-conviction local police force information. Based on address history provided by the candidate, the disclosure request is sent to the Chief Constable or Chief Officer in the appropriate location. The Chief can choose to add any non-conviction information (e.g. suspicions) if they feel it relevant to the position applied for. Depending on the position applied for, an Enhanced Disclosure will also check the relevant ISA barred lists to ensure the individual is not barred from working with children and/or vulnerable adults.

As an employer, you need to balance your duty of care towards your business with respect for your employees’ privacy. Knowing which level of disclosure your candidates require ensures that you’re getting enough information to make an informed hiring decision and satisfy any regulatory requirements, but not so much that you’re infringing on your candidates’ privacy and leaving yourself vulnerable to charges of discrimination. BackCheck can help ensure that you are getting the appropriate level of criminal record disclosure for each employee, and that you understand your responsibilities in using the information revealed. To learn more, click here.

What is the difference between an Employment Verification and a Reference?

2010-06-03T23:26:00.004+01:00

And why is it important to include both in a pre-employment screening programme?

Employment Verifications

Employment Verifications deliver objective information directly from Human Resources or Payroll records. Employment Verifications assist in evaluating candidates’ honesty and overall suitability for prospective employment positions. In general, they are used to verify dates of employment, job title, reasons for leaving a position, and eligibility for rehire. In some circumstances they are also used to verify salaries.

Reference Interviews

Reference Interviews add depth to a candidate’s background check by delivering verbatim detail regarding the candidate’s previous workplace performance. BackCheck offers different types of reference interviews that are tailored to specific job types – entry level, middle management, executive level, and industry specific, such as health care. Reference Interviews that are tailored for entry level or temporary positions usually focus on the basics, such as the main aspects of a candidate’s performance including overall work performance, attendance, and reliability. Reference Interviews designed for executive level positions ask much more detailed questions about the candidate's work performance, such as ability to budget and meet deadlines, response to feedback and training, communication skills, and ability to work under stress. Industry specific interviews ask questions similar to those found in an executive level reference questionnaire, as well as questions targeted towards the specialised position the candidate is applying for. For example, a nursing reference template might ask about the patient-to-nurse ratio in the candidate’s previous role, their ability to be a patient advocate and to show empathy, and their ability to tailor their language to meet the requirements of different audiences.

Why is it important to combine employment verifications and references as part of a pre-employment screening package?

While Employment Verifications and Reference Interviews deliver useful information independently, using the two services concurrently provides a more holistic picture of a candidates’ suitability. BackCheck has conducted over 2 million reference interviews, and our internal statistics show that 34% of applicants have a red flag in their references, while 30% of applicants have a red flag in their employment verifications.

By combining a factual and unbiased check of a candidate’s work history with detailed performance-based interviews with former managers, you are able to make a more informed recruitment decision. To learn more about these services, click here.

BackCheck's UK site has a new look!

2010-05-29T00:14:00.004+01:00

Check out our new look at www.backcheck.co.uk!

Army Apprentices’ College Alum Misrepresented Education with Miami Hospital Lands Top Ranking Position

2010-05-20T19:42:00.004+01:00

According to a recent story by NBC Miami, the Chief Information and Technology Security Officer at one of Miami’s largest healthcare providers, Jackson Health System, lied on his job application in order to land the position which pays $133,000USD per year, plus bonuses.

Andrew Tuck, who obtained a National Certificate from the Army Apprentices’ College in Harrogate, immigrated to the US and was hired based on inaccurate educational claims. A basic requirement for the position with Jackson was a four year college degree, which Mr. Tuck claimed to have achieved. As part of the application process he signed a certificate form stating that the documents he provided were accurate, and that he had obtained a “Bachelor’s” degree in Electronics and Telecommunications from the Army Apprentices’ College. His personnel file did have a copy of this certificate, but did not include any documentation pertaining towards an actual degree.

Jackson officials declined to comment on why Tuck is still employed, but did state: “…Andrew Tuck was hired by the previous administration…now that the issues have been brought forth, appropriate action will be taken.”

The hospital is currently losing $17 million a month, which according to NBC can partly be attributed to "questionable hires" just like Mr. Tuck. So what could the hospital have done differently? An education verification would have been a good place to start. If the hospital had practiced due diligence in the pre-employment screening they would have contacted the Army Apprentices’ College and confirmed that Mr. Tuck had obtained a Bachelor’s in Electronics and Telecommunications as claimed. Education Verifications are simple and inexpensive, and results are usually returned within a few business days.

To learn more about BackCheck’s education verifications, click here.

Fraudulent CV Claims help Con Man land job at Merrill Lynch

2010-05-04T17:58:00.009+01:00

In 2009, Steven Mandala, a 29 year old broker, was able to gain employment at Merrill Lynch and con them into believing that he was a top-notch broker who earned just under $800,000 USD per year. Mandala allegedly forged pay stubs from his past employer, Maxim Group, and lied about his qualifications on his CV: he claimed to have managed $300m in assets while producing commissions worth $1.5m per year in his previous role as ‘partner’, when in reality he was just a junior broker. As part of his signing package with Merrill, Mandala received a $780,000 loan, part of which he spent on a Ferrari and a lavish lifestyle.

After working for 2 months, Mandala quit Merrill without paying back the $780,000 loan. Upon investigation his lies and fraudulent acts came to light and Mandala was charged with larceny, money laundering, identity theft and forging documents. Prosecutors were able to get $300,000 back for Merrill (now Bank of America), and Mandala was sentenced to 2-6 years in prison.

What is truly shocking about this case is not the fact that Mandala thought he could get away with this sort of deceit and outright theft, but the fact that he was employed by Merrill in the first place. A simple background check that included an employment verification would have stopped Mandala at the door.

Employment verifications collect factual information about a candidate’s work history directly from human resources or payroll, including job title, dates of employment, and reason for leaving the company. This data is then compared to the applicant’s CV claims. In Mandala’s case, an employment verification that included a salary verification would have exposed his lies in regards to his salary and commissions, as well as his claim to have been a ‘partner’.

To download BackCheck’s Employment Verification brochure, click here.

Top Ten Reasons Employees Get Fired

2010-04-26T23:02:00.004+01:00

1. Dishonesty, Evasion, or Lack of Integrity on the job - this includes sharing proprietary information with people who should not have access to it, padding timesheets or expense statements, and using company materials and equipment for personal use.
2. Lying on a CV – most organisations these days conduct some sort of pre-employment background check prior to offering a candidate a position. However, many of these checks, especially if conducted by post, take a while for the results to be returned. Many employees are offered positions once their references come back clear, and then a month or two later the results of their education or credential verification are returned ‘not clear’, and the new employee loses their position. It is also not uncommon for a candidate to embellish past position or job duties, and then when they are asked to perform similar tasks in their new role it is revealed that they do not have the required skills to adequately perform the task.
3. Refusing to follow directions and orders
4. Talking too much and conducting personal business at work – every workplace has its own unique culture, so it is important to inform new employees of what your company policy is around coffee/tea breaks, and downtime. The best place to outline this is in your employee handbook or company policy manual.
5. Inconsistent and unreliable work and behaviours – one of the best ways to prevent this is to ask questions pertaining to work ethic when you conduct reference checks. If you have an employee who is inconsistent or unreliable in their work, regular reviews may help to get them back on track, and keep them there.
6. Inability to get along with other people – again, conducting thorough reference interviews will help you determine whether an employee will be able to get along well with their co-workers. Psychometric assessments are also a very effective tool in determining their ability to work well as a member of a team or the level of customer service they will deliver to both external and internal customers.
7. Inability to actually do assigned job tasks – depending on the industry and type of position, an education and credential verification can help give you a general idea as to whether the applicant has the necessary skills required to meet the job requirements. In certain industries, such as healthcare, banking and finance, and logistics, detailed industry-related references may be conducted that focus on past job achievements and job duties.
8. Performing tasks slowly, with numerous errors – psychometric and job specific assessments that are conducted prior to interviewing candidates may be useful in screening out candidates that will not be able to perform tasks efficiently, or make multiple errors. It is also important to provide employees with adequate training so they aren’t left to figure out tasks on their own, which will often lead to a high error rate.
9. High absenteeism rate – reference checks are essential in screening employees to ensure they don’t have a history of absenteeism.
10. Drug and/or alcohol abuse – in some industries legislation mandates that drug testing be conducted prior to a job offer being made, and that drug testing be conducted at designated intervals.

One of the best ways to reduce employee turnover and ensure you are employing productive, loyal employees is to conductive reference interviews prior to making a job offer. To download a BackCheck Reference Interview Service Brochure, click here.

Hundreds of Illegal Workers Employed at Hospitals Across Britain

2010-04-15T22:40:00.005+01:00

The Telegraph reported today that a recent audit by the Home Office reveals that hundreds of illegal immigrants may be employed at hospitals around Britain. The audit found that 120 workers (7.8% of staff) used by an NHS contractor at five sites were using forged documents, and were employed illegally. These findings have fueled concerns regarding the number of illegal immigrants who are currently working in the country. According to the London School of Economics, there may be as many as 500,000 illegal workers in Britain, and last year the Identity and Passport Service received over 16,500 fraudulent applications.

In their defense, an NHS spokesperson stated that they did everything in their power to check the legality of their workers, and that due to the sophisticated technology used in producing the counterfeit documents, only the UKBA, with its resources and data system, could have detected them as fakes.

While it is true that the quality of counterfeit documents has drastically increased in recent years, it is not true that only the UKBA can detect fakes -- employers are able to safeguard against employing illegal workers by outsourcing their Right to Work Verifications to a company that has access to both national and international databases, and as such is able to verify the ID numbers on documents.

BackCheck, the UKs leading provider of pre-employment screening, offers Right to Work Verifications that act as a supplement to an employer’s document checks. By checking both the physical and logical components of the ID documentation in question, as well as verifying the authenticity of the ID numbers against national and international databases, BackCheck authenticates documentation, ensuring that the applicant has the right to work in the UK.

Employers who continue to employ illegal workers are doing so at their own risk -- measures that were introduced in February 2008 impose civil penalties of up to £10,000 per illegal worker for employers failing to adequately check the employment eligibility of their candidates.
To learn more about BackCheck’s Right to Work Verification, visit www.backcheck.co.uk.

Employee Theft Increases as Recession Continues

2010-04-05T22:32:00.005+01:00

As the current economic recession continues, it becomes increasingly important to have measures in place to protect your organisation from dishonest employees. A recent study by Leicester University showed that 70% of people admitted that they would commit fraud if they thought they could get away with it, and KPMG’s Forensic Fraud Barometer for 2009 showed the highest number of cases of serious fraud by managers and employees since the Fraud Barometer began 22 years ago. Fraud cases that were brought to court and had been committed by company managers increased drastically from £129m in 2008 to £335m in 2009, while employee fraud increased from cases worth £100m in 2008 to £232m in 2009.

While the hardest hit sector was Government and public sector organisations, there were also many cases within accounting and book-keeping departments: £44m came to court in 2009. Several of these cases involved people with criminal records who had perpetrated this type of fraud in the past. For example, an accountant with a history of theft stole more than £350,000 from his Birmingham-based employer. A pre-employment screening programme that included criminal record checks could have prevented this. According to Vivien Osborne, Director, KPMG Forensic: “It is essential for companies to rigorously screen potential employees and carry out proper identity checks. Knowing who you employ and the extent of any risk they pose to the organisation is a key line of fraud defense.”

While KPMG’s Fraud Barometer is very useful, it only focuses on serious fraud (fraud that totals £100k+). In reality, there are numerous acts of fraud committed by employees on a daily basis, many of which are seen as victimless, such as CV fraud and exaggerated expense claims. In 2008 a survey conducted by GlobalExpense found that 20% of staff admit to exaggerating their expense claims, and in 2009 a KPMG director was sent to prison for falsely claiming £500,000 in expenses.

Other examples of ‘petty’ fraud include:

•Theft of customer information for resale
•Accounting department fraud – payment of false invoices, diversion of funds
•Cash theft – money taken from tills, vending machines
•Office theft – office supplies, use of photocopier, long distance telephone calls
•Time theft – personal use of internet, numerous and lengthy coffee or tea breaks
•Product theft – from shops, warehouses, etc. According to the Centre for Retail Research, in 2009 theft from retail employees totaled £1.5 billion

According to a recent article in HR Magazine, a company with 50 employees may lose up to £35,000 per year to employee transgressions such as ‘borrowing’ office supplies to take home, making personal telephone calls on company time, and taking a daily half-hour of non-productive ‘theft’ time.

So, what can you do to prevent your organisation from falling victim to this type of fraudulent activity? In addition to screening employees for criminal records and contacting their references, it is important to contact employers that aren’t listed as references, especially if they are the candidate’s most recent employers. Most likely the candidate has something to hide if they haven’t provided references from their most recent place of employment. Pre-employment assessments are also very important, as criminal record checks only reveal dishonesty in candidates that were caught! Psychometric assessments are an excellent way to gain insight into a candidate’s integrity as well as their work ethic. And finally, having an outlet for employees to raise their concerns anonymously regarding fraudulent workplace behavior is an excellent way to safeguard against employee theft. Often this service is outsourced to a company such as ConcernCheck, which guarantees employees anonymity and encourages them to bring their concerns forward without fear of reprisal.

Background Checking Statistics

2010-03-22T19:01:00.003Z

Scotland's Unemployment Rate Rises by an Additional 16,000

2010-03-19T16:35:00.007Z

According to a recent article in The Times, the overall unemployment rate is Scotland rose by 16,000 in the last couple of months of 2009, bringing the number of unemployed to 205,000. This is 67,000 more than this time last year, and according to Liz Cameron, chief executive of the Scottish Chambers of Commerce, this trend is expected to continue: “The worry is that, with a large public sector workforce and spending cuts on the way, Scotland may continue to suffer further rises in unemployment for some time to come.” Jeremy Purvis, the Liberal Democrat Finance spokesman, added that it isn’t only jobs in the public sector that are in danger: "Private sector employment continues to get worse. I really don't think the Government is preparing properly for the years ahead.”

As the economy continues to worsen, and more people find themselves out of work, it becomes increasingly important to practice due diligence in your pre-employment screening. BackCheck, the UK’s leader in pre-employment screening, conducted a survey of the top six industries to determine the effect the economic downturn is having on “red flag” rates in applicants’ CVs. The results reveal that during desperate times, people really do turn to desperate measures. The following stats tell the story:

Health Care
The Health Care industry witnessed a 72% increase in red flags associated with reference interviews and employment verifications. This conspicuous rise in the discrepancies found on CVs gave more responsibility to employers to scrutinise their candidates’ pasts.

Logistics
The Logistics industry saw a 61% rise in red flags associated with reference interviews and employment verifications. These poor employment histories are endemic of the need for candidates to get themselves hired, typically at the cost of their integrity. In September 2008, the Logistics’ red flag rate for criminal histories was more than double the BackCheck average.

Banking & Finance
Banking & Finance was also subject to a dramatic increase in the number of red flags within their candidates’ employment histories. As an industry there has been a 39% rise in these red flags. In the case of one major bank, the number of red flags discovered in education verifications nearly doubled.

Telecommunications
The Telecommunications industry endured a 40% increase in red flags in candidates’ employment histories; the incidents of candidates with a criminal history similarly swelled by 42%.

Retail
Every major retail client experienced a rise in red flags associated with their candidates’ criminal histories. As labour intensive sectors dried up, the unemployed moved into recession-proof sectors, forcing more candidates to lie about their criminal pasts and embellish their work histories. The industry saw a 27% increase in red flags associated with candidates’ employment histories.

Energy & Utilities
In the Energy & Utilities industry the rise was not so pronounced. However, there has been a rising trend in poor work performance with an industry increase of 11%. Discrepancies associated with education verifications also rose within the industry. One energy producer experienced a 72% increase in these red flags.

These cases exemplify the need for a thorough pre-employment screening programme. However, performing detailed background checks can be time consuming and resource-intensive. As companies are becoming more financially conservative in the downturn, many are outsourcing HR-related services to companies that specialise in the field. BackCheck’s services have proven to be an invaluable asset in avoiding poor hiring decisions, increasing employee retention, cutting costs, and averting liability issues.

Until the emergence of a stable economy is evidenced, candidates will continue to lie about their pasts, hide their criminal histories, and overstate their qualifications. We want to ensure that well-informed hiring decisions continue throughout the recession. To learn more, visit www.backcheck.co.uk.

Verifiable, Signed Consent Increases Education and Employment Verification Completion Rates

2010-03-10T17:52:00.005Z

Is verifiable, signed consent required by the majority of education institutions and employers before they will release information about their students or employees, past or present? The answer is an overwhelming yes.

As an international leader in employment screening, BackCheck is asked to verify the employment and education history of tens of thousands of individuals each year. To accomplish this task efficiently, BackCheck has assembled a database consisting of the verification policies for most of the major employers and almost all education institutions in the United Kingdom and North America. The overwhelming conclusion based on an analysis of BackCheck’s internal database, plus the published requirements of major employers and schools, is that signed, verifiable consent must be provided by the applicant before employers or education institutions will release historical information about their students or employees.

Work history and education records are considered private information, and as such it is the norm for organisations to protect these records, only releasing information with the explicit consent of the candidate – consent that includes the candidate’s signature. Best practice dictates that to verify employment or education history, one must go directly to the source of the information, such as a school’s registrar’s office or the payroll department at an employer. Without signed consent, the likelihood of obtaining either an employment or education verification is very slim.

BackCheck audited several hundred background checks that had been conducted on behalf of UK employers in 2009. Over 80% of employers required verifiable signed consent before releasing information, while 90% of schools required signed consent.
BackCheck offers a variety of ways for our clients to gain their candidates’ verifiable signed consent – such as customised paper consent forms and our proprietary paperless eConsent system, which gathers an electronic signature that is accepted by both employers and education institutions.

To read BackCheck’s white paper on this topic, please visit www.backcheck.co.uk.

Preventing Employee Fraud through Pre-Employment Screening

2010-03-05T23:30:00.003Z

Employee fraud has reached an all time high, totaling over £1 billion last year alone. Why do employees commit fraud? The two main driving forces behind employee fraud are greed and the desire to lead a certain type of lifestyle that is out of the employee's financial means. While over 60% of fraud is committed as a direct result of greed (CIFAS Staff Fraud Risk Assessment), there are three other variables that come into play: opportunity, motivation/pressure and integrity/rationalisation (Tackling Employee Fraud, CIPD).

Opportunity – as organisations restructure, junior staff members are given increased opportunity to commit fraud, while many senior staff members are given positions of trust that they may abuse.

Motivation/Pressure – personal debt is growing, as is the susceptibility for employees and workplaces to be targeted by organised criminals.

Integrity/Rationalisation – while the majority of staff members have high ethical standards, many organisations have been infiltrated by criminals, have high staff turnover (resulting in reduced loyalty), and are paying employees less due to the recession – couple this with the fact that many view fraud as a victimless crime and it becomes easy for employees to rationalise their actions.

According to the CIPD, there are two sets of characteristics shared by fraudsters.

For senior staff members (who usually pose significant risk), the typical profile is:

Over 40 years of age
Male
Employed with current employer for more than 10 years
Middle Management
Disgruntled

For junior staff members, the typical profile is:

Under 25 years of age
Male
Employed full-time
Employed with current employer for less than 1 year
Low pay
Experiencing financial difficulty

One of the most effective strategies you can implement to combat employee fraud is to ensure you are practicing vetting and security screening. It is recommended that a pre-employment screening package includes a Criminal Record Check, Employment and Education Verifications, Reference Checks, Right to Work Document Verification, and a Credit Enquiry with Electoral Roll and ID Verification. BackCheck, the UK’s largest and leading provider of pre-employment screening services, catches 1/3 of applicants with a red flag in one or more of these areas when a Complete Background Check is conducted.

ADP UK to Introduce Employment Screening Through Partnership With BackCheck

2010-02-26T23:59:00.002Z

ADP, the leading global supplier of payroll and human resources (HR) services, has joined in a strategic partnership with BackCheck, a division of Checkwell - one of the world's leading providers of employment screening services. The partnership will enable ADP UK to offer its clients an integrated employment screening service through BackCheck's platform.

BackCheck protects organisations from employing fraudulent, dishonest or otherwise unsuitable candidates through employment history, right to work verifications, reference and criminal checks, among other services. The partnership with ADP will create a unique integrated proposition whereby the HR/Payroll solution can alert managers when the necessary screening is incomplete giving consistency of policy application across the organisation.

Commenting on the partnership, Don McGuire, Managing Director ADP Employer Services said: "Employment screening is increasingly important in the UK given the increased regulation and accountability placed on employers, as well as the issue of candidates willing to embellish skills and experience on their CV or in interviews. This partnership with BackCheck allows us to further expand our HR offering with a highly experienced and market leading service provider."

Dave Dinesen, President and CEO of BackCheck said: "Offering an integrated employment screening service with an HR and Payroll provider provides real benefits to clients. We are very excited about partnering with ADP, the biggest payroll and HR service provider in the world, with an unbeatable and trusted heritage."

Ministry of Defense Corruption & Money Laundering Case Highlights the Need for Screening both Employees and Contractors.

2010-02-22T22:55:00.002Z

On February 12th four people appeared at Belfast Magistrates Court on corruption and money laundering charges relating to Ministry of Defense contracts. An investigation was launched by the MoD Police in 2003 into the conduct of a number of MoD employees and contractors involved in the maintenance of MoD buildings and equipment in Northern Ireland. The investigation was initiated when it was revealed that certain companies were repeatedly being awarded lucrative contracts related to the supply and installation of CCTV systems. The total cost of these systems and services for an eight year period was £25 million.

Most organisations these days conduct pre-employment background checks as part of their hiring process, but screening contractors and vendors isn’t always done. As this case illustrates, you must screen both employees and contractors if you are to fully protect your organisation from internal theft and fraud. This is more important today than ever before -- the UK saw a 30% increase in employee fraud last year, totaling about £1 billion.

According to an article in Personnel Today, the best way to protect your organisation is to have a third party conduct background checks on your candidates. Third parties that specialise in background checking can actually save your organisation money as hiring the right candidates reduces employee turnover and related costs, and saves HR, Recruitment and Training resources; also, as file completion rates increase and turnaround times decrease, companies realise a competitive advantage that is reflected in their bottom line.

BackCheck is the UK’s largest and most trusted provider of pre-employment screening. BackCheck’s statistics reveal that in some industries, a Complete BackCheck (including a Criminal Check, Employment and Education Verifications, Reference Checks, Credit Enquiry and Right to Work Documentation Verification) reveals “red flags” on 60% of applicants. As you never know which service will reveal a “red flag”, it is best practice to choose multiple screening tools.

Preventing Fake Employment Verifications

2010-02-19T19:37:00.003Z

Hiring Managers usually conduct employment verifications before offering a candidate a position, as it is a relatively inexpensive tool with a great deal of investigative value. As a best practice, BackCheck recommends that only established contacts are asked to verify employment claims, rather than references provided by applicants. The following case illustrates why:

Recently, a client requested that BackCheck verify the past employment of one of their candidates. BackCheck utilizes a proprietary internal database which lists the verifications procedures for thousands of employers worldwide, including the names of the individuals we are to contact in either the payroll or human resources department. Having previously contacted this company, BackCheck had an established contact, yet our messages were going unanswered.

We informed the client that the information was currently not available, and that we would contact them as soon as we received the information. The client suggested that the candidate might have a different contact number for us to verify with. Against our recommendation, an employment verification was completed by the applicant’s reference, and the new contact was added to our internal database.

Later that week, a different client requested an employment verification from the same company. Our agent called the recently added contact, only to find that he was rather surprised to hear from us. The man said that his computer system was down, and that he was unable to verify any information. Odd as it seemed, the agent decided to try again later in the day.

However, before the opportunity arose, our original contact at the company returned our phone call. He provided an employment verification for the second candidate, and we decided to ask about the new contact we had added to the database. He informed us that there wasn’t anyone else in either HR or Payroll, and that he was the only one who conducted employment verifications.

We decided to verify the records of the original candidate, and we were told that an employee file did not exist for him. The candidate had never been employed with the company, and the reference provided by the candidate was a fraud. BackCheck immediately contacted the client, who in turn requested proof of employment from the candidate. The candidate walked away from the job offer.

The importance of having established contacts within an organisation cannot be overlooked. Some candidates will stop at nothing to make themselves seem more appealing in order to gain employment. Fabricated employment histories and complicit accomplices are not uncommon in today’s hiring pool. BackCheck’s fastidious employment verifications provide valuable information which protects your company’s future. Do you know who you’re hiring?

Illegal working and the employer

2009-04-15T15:45:00.013+01:00

In February 2008, new laws were laid down that meant employers caught employing migrants who have no entitlement to work in the UK were now liable to pay up to £10,000 per illegal worker. In the months since, the UK Border Agency has been heavily targeting those employers who take no heed to the new penalty system and continue to place themselves above the law.

Always "acting on intelligence", UK Border Agency officials have spread themselves across the country, exhibiting few qualms over issuing notices of potential liability to employers. My e-mail inbox is set up to receive Google Alerts for the keyword "illegal worker", and the sheer volume of alerts I receive on a weekly basis is remarkable. It seems that every week, two or three businesses are in the news for the wrong reasons regarding illegal working, so it is no surprise to me to hear that, since May 2008, over £1,567,500 in fines have been imposed for the use of illegal workers. Although mainly targeting the food and restaurant industry at this time, there is no doubt that the UK Border Agency officials will be soon diverting their sights onto other industry sectors.

Employers are given the chance to provide an excuse against having to pay a penalty, providing they can prove that they conducted appropriate checks that satisfied themselves that their employee was allowed to work in the UK. The more extensive the checks conducted, the more likely it is that the employer will escape the punishment of paying a civil penalty. BackCheck's Right to Work Document Verification service acts as an excellent supplement to checks carried out by an employer and would help to establish an even greater excuse against payment of a fine.

To those employers not interested in being the next business named and shamed by the UK Border Agency, a service such as this must be worth it's proverbial weight in gold.

Pre-employment screening: eliminating ‘bad hires’

2009-04-06T11:31:00.001+01:00

A quality pre-employment background check gives a potential employer an invaluable portion of information to make an educated hiring decision. The information can be considered a snap-shot of the candidate’s past behaviour and working history, which enables organisations to make hiring decisions based on verifiable fact, instead of relying solely on information provided by the candidates. This eliminates the vast majority of ‘bad hires.’

Employment and education verifications objectively point out reasons why a candidate might not be suitable, but an in-depth reference interview offers a more subjective insight into your candidate’s previous employment and can be an excellent tool in singling out a prospective stand-out employee.

As organisations look to navigate through a precarious economic situation, it is safe to say that those who make use of background checking services will be most likely to make it safely through to the other side. This would be down to a combination of identifying and hiring only the most suitable candidates, while at the same time reducing expenditure through decreased employee turnover and therefore lower recruitment and training costs.

Welcome to BackCheck

2009-03-12T22:56:00.000Z

Welcome to the new Employment Screening Blog for BackCheck's UK division!

BackCheck is a leading provider of employment screening. Please check back for up-to-date information on UK criminal record checks and other UK employment screening methods.