More than 70% of employers say they’ve found lies on a CV somewhere. Consider how many lies have not been detected at all, and suddenly pre employment screening sounds like a very good idea before letting a new employee, about whom you know next to nothing, into your place of business. They are particularly worth considering if the individual taking up the post will be required to handle or will have access to sensitive data about your business, credit card details, or financial transactions of any kind, or have high level entry to your computer system. In addition to a simple criminal records check, the screenings can include references and employment history (not just where someone body worked but the role they filled), driver’s licences and professional qualifications, academic history, and more. It is also legally important that all your employees have the right to work in the UK, or your business could face significant consequences. A background check should include passport and residency details and ensure that the applicant is who they say they are. Financial situation and credit history can also be included. In addition to checking for bankruptcies and voluntary arrangements covering a period of years, it is possible to use credit history information to check for discrepancies in names and personal details supplied by the applicant in the past. When performed by a qualified company, the checks are comprehensive and reliable. If you are applying for a job with an employer who uses pre employment screening, the best strategy is to be up front and completely honest. Even if you omit relevant items that can appear like a discrepancy, so put the information on the table. If your qualifications are good enough and your CV
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