Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+

Personnel Today

Register
Log in
Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+

Recruitment & retentionPre-employment screening

Pre-employment screening checks proliferate

by Personnel Today 18 Jul 2006
by Personnel Today 18 Jul 2006

Recruiters typically conduct three or more different pre-employment checks on applicants, and may go as high as seven, according to research by Personnel Today’s sister publication IRS Employment Review.

pre-employ-checks.gif

The research shows the extent to which employers take seriously the threat of identity theft, and the steps they are taking to ensure candidates do not slip through the legal net intended to safeguard children and vulnerable adults from dangerous carers.

The findings are based on a survey of 100 employers, of which 30 had under 250 staff, 43 had between 250 and 999, and 27 had 1,000 or more.

The study found that all employers conducting pre-employment checks took up references from the candidate’s current employer and asked for documentary proof of their identity. In addition, most (85%) sought references from at least one previous employer.

Substantial numbers also obtained Criminal Records Bureau (CRB) disclosures (67%), and checked out professional qualifications (66%), gaps in employment (66%) and academic qualifications (56%).

Although not all jobs require CRB disclosures, 33% of employers said this was the most useful checking process available to them. Next most popular was a reference from a current employer (27%). None identified specialist agencies as the most useful tool.

…as HR focuses on warning signs

warnsigns-preemploy.gif

Recruiters are more likely to dig deeper into a job applicant’s background if a reference throws up potential discrepancies or omissions in their CV than if the candidate discloses the problem, the IRS study reveals.

Asked what would prompt a more detailed background check, most employers said they would look for warning signs in references from a previous (89%) or current (85%) employer. Just six out of 10 (60%) would seek more information if the candidate disclosed problems themselves.

As self-disclosure is an expected part of Criminal Records Bureau process, this is more likely to trigger further checks when applicants go for public sector jobs, where HR processes are typically more formal.

Many employers also regard gaps in an employee’s CV (58%) or discrepancies between their written application and what emerges at interview (55%) as a good trigger for more detailed background checks.

…and e-mail for references grows

references.gif

While all employers are prepared to accept references sent in the post, many are still content to accept telephone references (39%), while e-mails (30%) have emerged as a viable third way.

The research shows that manufacturers are more likely to rely on a telephone call and less willing to use e-mail than employers in the public or private sector services.

Sign up to our weekly round-up of HR news and guidance

Receive the Personnel Today Direct e-newsletter every Wednesday

OptOut
This field is for validation purposes and should be left unchanged.

Both telephone and e-mail references are more commonly used by smaller employers.

But the study also reveals that many employers are more wary about giving a verbal reference than about taking one up – citing fears that they may “say the wrong thing” or go too far.

Personnel Today

Personnel Today articles are written by an expert team of award-winning journalists who have been covering HR and L&D for many years. Some of our content is attributed to "Personnel Today" for a number of reasons, including: when numerous authors are associated with writing or editing a piece; or when the author is unknown (particularly for older articles).

previous post
Have your say in brand debate
next post
Our people are our biggest (secret) asset

You may also like

How neuroscience can unlock employee recognition

22 May 2025

Workers ‘wait and see’ as companies struggle to...

16 May 2025

So what does the election of a new...

9 May 2025

Rumours during recruitment: how should HR respond?

9 May 2025

Teacher apprenticeship route to be tied to school...

9 May 2025

British Steel to resume recruitment

8 May 2025

M&S pauses hiring as it deals with cyber...

2 May 2025

Top 10 HR questions April 2025: increases to...

2 May 2025

How can HR battle the rise in identity...

27 Apr 2025

Leading with honest feedback: A responsibility in recruitment

24 Apr 2025

  • 2025 Employee Communications Report PROMOTED | HR and leadership...Read more
  • The Majority of Employees Have Their Eyes on Their Next Move PROMOTED | A staggering 65%...Read more
  • Prioritising performance management: Strategies for success (webinar) WEBINAR | In today’s fast-paced...Read more
  • Self-Leadership: The Key to Successful Organisations PROMOTED | Eletive is helping businesses...Read more
  • Retaining Female Talent: Four Ways to Reduce Workplace Drop Out PROMOTED | International Women’s Day...Read more

Personnel Today Jobs
 

Search Jobs

PERSONNEL TODAY

About us
Contact us
Browse all HR topics
Email newsletters
Content feeds
Cookies policy
Privacy policy
Terms and conditions

JOBS

Personnel Today Jobs
Post a job
Why advertise with us?

EVENTS & PRODUCTS

The Personnel Today Awards
The RAD Awards
Employee Benefits
Forum for Expatriate Management
OHW+
Whatmedia

ADVERTISING & PR

Advertising opportunities
Features list 2025

  • Facebook
  • Twitter
  • Instagram
  • Linkedin


© 2011 - 2025 DVV Media International Ltd

Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+