When hiring a Candidate, you will use our Screening Experts to accurately confirm the Candidate’s previous employment. At the end of the employee lifecycle, you can outsource referencing to us on your behalf, allowing your HR or recruitment function to operate more effectively.
Other situations that may require Outward Referencing include employment references for an employee applying for credit cards, car finance, mortgage or residential tenancy. We will handle the outward referencing efficiently and effectively, allowing your HR and Payroll function to focus on your core operations.
When we conduct pre-employment screening on your behalf, we save all the Candidate information on our system for a set period. After this time, the information is securely destroyed. Moving forward in their career, employees may require references from your organisation to cover their employment with you, including start dates, salary and contracted working hours.
As with our pre-employment screening process, we can liaise directly with the relevant third party to provide accurate, up-to-date information to confirm your employee’s former employment with your organisation. We set up dedicated email accounts and telephone contacts to enable an efficient referral for instances where outward referencing requests have been made to your HR or Payroll department.
We can also establish an Outward Referencing portal on the Careers page of your website for employees to complete when requesting an outward reference. Our screening Experts provide fast -track delivery of information to any relevant third parties that is fully compliant with all data handling principles and legislation.
One of our largest clients, a global communications organisation, approached us in 2009 asking for a solution to a problem with their Payroll department taking a long time to produce employee references, occasionally erroneously.
This in turn led to verbal and written complaints by employees as the incorrect or late references had prevented them from renting properties, agreeing finance arrangements for cars, or taking up new positions.
Since we already conducted pre-employment checks for the client, we integrated our systems to update details for every employee including start dates, salaries and bonuses and developed a single point of contact for outward references.
85% of outward references are now completed within 48 hours, with minimal input from the client, except occasionally to forward an email to our dedicated Outward Reference Team.
If you are interested in finding out more about Outward Referencing, get in touch for a consultation with an industry-leading employment screening expert.
We are proud to offer the largest and most extensive pre-employment solution package available to employers. The Executive Screening Package offers every aspect of pre-employment screening as a single bespoke solution, suitable for Executive and Directorial positions or secure industries.
The package ensures the highest level of responsibility when making your organisation’s most important appointments.
Before taking an Executive or Directorial position within a new organisation, it is imperative that the individual is thoroughly vetted against the highest possible standards.
A national Legal Services provider headhunted a Director of Human Resources position via an executive recruitment website in 2010. However, despite one candidate passing a Directorship check, further investigation into the performance of the company demonstrated that despite truthfully claiming to be a ‘national HR advisory consultant’, the company only had three small clients and the Candidate did not have the experience necessary for the role.
Our Client is now satisfied with their appointment, and the Director of Human Resources was later developed into a Director of Operations role.
A Curriculum Vitae (CV) Check compares the information provided by the Candidate on their CV with information they provide on their screening verification form and our pre-employment screening check results.
Comparing the data sets quickly identifies those Candidates who knowingly provide you with false, exaggerated or fraudulent information during the application process to obtain the vital job offer.
When a Candidate applies for a position within your organisation, you are likely to receive their CV as part of the application process. Our expert team of Screening Executives will obtain a copy of the Candidate’s CV from you and will compare its contents with both independent third-party sources and the Candidate’s online form. The contents of both the CV and declaration form are compared directly with independent sources, including educational establishments, places of employment and any membership or governing bodies.
We will look for any anomalies between the three sources of information and report these directly to you. This will assist in making better hiring decisions based on the truthfulness of the information provided by the Candidate’s CV.
Research from a leading UK Employment Advertising Organisation from 2011 suggests that over half of Candidates have misrepresentations on their CVs, with many Candidates when questioned stating competition for employment as the justification for providing false or exaggerated claims.
This covers all areas of misleading information from exaggerated salaries, roles & responsibilities to declaring false reasons for leaving a previous position and stating fraudulent degree grades or incorrect subject areas.
94% of Clients who utilise our CV checking service have received Candidate applications which contain either false or misleading information. We ensure all our Clients are alerted to every instance of fraudulent CV information to assist them in hiring decent, honest Candidates and create a trustworthy workforce.
If you are interested in finding out more about the Security Watchdog CV Check, get in touch for a consultation with an industry-leading employment screening expert.
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Security Watchdog conducted over 1,800 Graduate checks for a single client alone over a two-month period in 2012