Could your business be duped by a fake employee?
When taking on staff in any business, you want to ensure they are hard working and trustworthy. So how do you know they are the real deal? We are offering some hints and tips to use for any recruitment process. We work with a lot of businesses on how to protect themselves from fraud as well as carrying out investigations if they get caught short by an employee.
If you’re short of staff and someone turns up who looks perfect for the job, it’s tempting to get them started straight away. But there are key checks that can reduce your risk;
You should check that the person you’re hiring is who they say they are and that their details match up to what they’ve told you on their application form, CV and during any interviews.
Check a person’s identity by asking for original documents only such as a passport, driving license or birth certificate. You can also ask for documents that confirm a person’s address, such as a recent bank statement or utility bill.
‘CIFAS, the UK Fraud Prevention service and CIPD, the professional body for HR and people development, say that the level of information requested depends on the risk. They recommend that new employees should provide at least three original documents from a list that includes passport, driving licence, utility bill and bank statement.’
2. Right to work
It is a criminal offence to employ someone who does not have permission to work in the UK. An employer can be sent face a custodial sentence and pay an unlimited fine if found guilty of employing someone who didn’t have the right to work in the UK. I think its fair to say, its worth making the checks!
With changes to immigration and freedom of movement coming in the next two years under Brexit, this is something that businesses and HR departments will have to keep a close eye on.
You can check if the employee has a passport, a certificate of registration or Naturalisation as a British Citizen, a current endorsement from the home office or a Biometric Residence Permit or current passport endorsed to show they are allowed to stay indefinitely in the UK. More information is available on the gov.uk website for Right to Work requirements.
3. Other checks
It is advisable to check the following:
- Qualifications and certifications
- Health (for physically demanding jobs)
- Criminal record
- Credit records
You must make sure that any checks are not discriminatory (eg. a health check that discriminates against disabled people and is unnecessary for the job). The CIPD recommends businesses carry out sensible checks based on the what the role involves, what the employee will be exposed to and what the risks are.
However, we strongly advise every business to be stringent with their checks ensuring no stone is left unturned. We have too many clients come to use asking for help with staff on long term sick when they are fit to to work, staff working for competitors and staff stealing from the business.
If a person is financially vulnerable they are at risk of committing theft/fraud within the company and you have to decide if it is a risk worth taking.
We offer detailed Pre-Employment checks to build a clear picture of the potential employee or even a new business partner giving peace of mind and mitigating risks against the business.
If you want to know more, get in touch email@example.com | 0330 090 4031
Author: Charlotte Thornber – Director & Founder of Taylor Investigations