Beware, 6 Types of Candidates Who May Escape Pre-employment Screening

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Candidate background checks are an important part of the hiring process. Assuming you have developed a robust underlying process, these checks are straightforward to complete, and serve to protect the business from fraudulent job applications. However, the screening process is not perfect, and candidates can unfortunately slip through the cracks and not be properly background checked prior to being appointed. Beware these 6 candidate types who often evade the pre-employment screening process, sometimes at great detriment to the employer’s reputation.

1. Referred/Recommended Employees

Even with the current job advertising ecosystem, comprised of jobs boards and social media, research shows that the most popular way of finding new talent is word of mouth. This form of hiring can often be faster and cheaper than hiring through jobs board, which is why many employers financially incentivize word of mouth hiring with a referral bonus scheme. 

The risk here is that because referred employees are viewed as ‘friends’, employers can be lulled into a false sense of security, safety and familiarity with the employee, and therefore be tempted to forgo the normal background checking process as a result. The political awkwardness of having to vet a so called ‘friend’ can also sadly deter employers from doing the necessary pre-employment screening too. This is why referred employees can often evade background checking.

2. Senior staff

The disgraced ex-CEO of Yahoo, Scott Thompson and the senior NHS executive, Jon Andrewes are two recent high profile examples of senior staff who were hired, only later to be found to have lied on their CVs. This shows that it doesn’t matter how senior an employee is, they still need to be rigorously background checked. But, in many organizations, incoming bosses can be viewed as ‘untouchable’ and above the HR process. There may also be a presumption of honesty around them, particularly as they often have a very public profile. This ‘special’ status around senior candidates can again sadly deter employers from doing the necessary background checks.

3. International Staff

A recent article in people management revealed that about half of organizations are not screening international workers. Tania Bowers, general counsel at the Association of Professional Staffing Companies, said in the article: “the UK is perhaps more relaxed than other business cultures when it comes to validating qualifications and university certificates.” A likely reason for this is that language and cultural barriers prevent employers from efficiently doing full international background screening and, as a result, screening corners are often cut.

4. Contractors

Contingent workers, (particularly in the IT sector), can often be parachuted in an emergency to help resolve a project delivery crisis. HR teams can be pressurized by impatient, stressed out hiring managers into rushing these ‘precious’ contractors, through screening processes so as not to cause any delays. As a result, background screening may be compromised or may not occur at all. This problem is further compounded if these contractors are hired into permanent roles without proper screening on the incorrect assumption that they’ve background checked when hired.

5. Volunteers

By law, volunteers must have a DBS check when working with children or vulnerable adults, but outside of this, many organizations have a pretty informal approach to hiring volunteers. Employers may feel uncomfortable imposing such checks on volunteers for fear of deterring them since they are working for free. This problem can be compounded if the volunteer is eventually hired as an employee and slips in without a background check because they are now a ‘trusted colleague’

6. Temp to Perm

Many organizations rely on agency provided references when taking on temporary staff, without checking first-hand whether these references meet or fall below their own organizational standards. This problem is compounded if the now ‘trusted temp colleague’ is taken on as permanent without standard background checks.

Be wary of factors such as nepotism, seniority, familiarity and management pressure which can all obfuscate, but in no way remove the need for diligent background checking in your organizations. If these disruptive forces are not kept in check, your background checking process will be compromised, and your organization will be exposed to all kinds of operational and criminal risk.

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What background check do I need?

This depends on the industry and type of role you are recruiting for. To determine whether you need reference checks, identity checks, bankruptcy checks, civil background checks, credit checks for employment or any of the other background checks we offer, chat to our team of dedicated account managers.

Why should employers check the background of potential employees?

Many industries have compliance-related employment check requirements. And even if your industry doesn’t, remember that your staff have access to assets and data that must be protected. When you employ a new staff member you need to be certain that they have the best interests of your business at heart. Carrying out comprehensive background checking helps mitigate risk and ensures a safer hiring decision.

How long do background checks take?

Again, this depends on the type of checks you need. Simple identity checks can be carried out in as little as a few hours but a worldwide criminal background check for instance might take several weeks. A simple pre-employment check package takes around a week. Our account managers are specialists and can provide detailed information into which checks you need and how long they will take.

Can you do a background check online?

All Veremark checks are carried out online and digitally. This eliminates the need to collect, store and manage paper documents and information making the process faster, more efficient and ensures complete safety of candidate data and documents.

What are the benefits of a background check?

In a competitive marketplace, making the right hiring decisions is key to the success of your company. Employment background checks enables you to understand more about your candidates before making crucial decisions which can have either beneficial or catastrophic effects on your business.

What does a background check show?

Background checks not only provide useful insights into a candidate’s work history, skills and education, but they can also offer richer detail into someone’s personality and character traits. This gives you a huge advantage when considering who to hire. Background checking also ensures that candidates are legally allowed to carry out certain roles, failed criminal and credit checks could prevent them from working with vulnerable people or in a financial function.

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Request a discovery session with one of our background screening experts today.

Creating an Efficient Recruiting Process

The beginning of the human resource field can be traced to the industrial revolution in the 19th century that transformed economies from ones based on agriculture into economies based on mechanised manufacturing, large-scale industry, and factory systems. The dawn of the industrial age led to the creation of industrial centres and factories characterised by large numbers of people coming to a place of work.

The idea of the human resource function was built on a simple idea by Robert Owen and Charles Babbage, who believed that people were crucial for the success of an organisation. As the organised business grew and the importance of people’s contribution to its success became evident, the organisation started focussing on their recruitment process to get the best people employed.

The emergence of the information age further amplified the importance of people in the success of businesses. The competition to recruit the best people intensifies as demand for talent continues, given the accelerated pace of digital transformation and business automation. The great resignation wave has altered the talent landscape, with companies taking longer to fill the open positions. Companies must become increasingly creative to overcome the challenge of scarce talent due to this new dangerous current.

In this context, an effective recruitment process becomes crucial for the companies in order to sustain the pipeline of specialised, qualified, skilled, and motivated employees for the organisation.

In this report, we discuss:

- What are the core elements of an efficient recruitment process?

- Recruitment marketing

- Expand the scope of candidate search

- Create exceptional candidate experience

- Effective employee referral programme

- Effective candidate evaluation

- Data security, compliance, and reporting

- Maximise automation

- Hiring team collaboration

- How to leverage an efficient recruitment process

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