Pre employment screening - any knowledge ?

property.advert

I'm searching for information regarding potential pre employment screening. What I see seems to vary widely but some issues concern me much more than others.

Property searches

Is it possible for someone to check what you ever owned or just what you own now ? I know you can search on an address but I am not sure if you can search on an individual and if so, can that be done historically ?

Maximum historical time periods

Can someone ask you where you lived 10 years ago or is it limited to "X" years as the credit reference agencies only list the last 6 years ?

Employment reference requests seem to go back at least five years but can they really ask information going back decades ? Again, are there statutory limits ?

Employment agency reference checks

Now I know they check your ID, passport, etc. but I've heard overtures about additional details, as yet unknown to me. I can surmise a credit and electoral roll check but what else ?

Non standard candidate history

I fall into this. Time overseas, not registered on the electoral roll when only periodically back in the UK, and unfortunately some bad debts and credit issues surrounding the time of my divorce. Just trying to formulate some answers if awkward questions come up but more importantly trying to understand how not going overboard with the information I give out can avoid tricky situations.

If I had to give out addresses from 7 to 10 years ago, I would rather not, as there are unsettled issues relating to that period in my life, both debts and monies owed to me. If everything requested relates to the last 6 years or so then that is fine, except for the fact that I was not on electoral rolls nor in the UK for much of it.

I appreciate the need to check people out but I am keen to not volunteer information over and above that which is needed or indeed can legitimately be requested.

Any ideas or experience most welcome.

property.advert

jdturk wrote: »

You seem to be obsessing about what seems to be a trivial point. When applying for a job unless it is something very high or for MI5 they will not be going into that greater detail.

Just asking if anyone has experience or knowledge, that's all. It is all quite new to me but apparently all the rage these days. A quick google bring up reams on the NHS procedures for instance.

As a good barrister never asks a question until he already knows the answer he will receive, I am doing my homework.

Uncertain

Apart from a few things that are prohibited (mostly questions that would point to obvious discrimination) the prospective employer can ask what they like.

Equally they can carry out any background research they like providing it is legal or set any criteria they consider appropriate. Again, unless there is a specific law to prevent it.

So, for example...

"To be eligible for this job you must have gone to Eton" would be illegal (discriminates against women). But "must have gone to either Eton or Roedean" would probably be OK (only discriminates against the poor and that is legal)!

Equally, can't see a problem with "only people who have lived in a thatched cottage for three years need apply".

Silly examples but do you see my point?

MrsManda

It often depends on what kind of role, in what organisation type you are applying for. For instance, organisations which require CRB checks will ask for 10 years worth of addresses because thats what the CRB check asks for. This is nothing to do with credit and there are no financial checks. It is so that they can ensure they contact the appropriate police forces.
But I believe you work for a financial organisation they can run a full credit check as if you have a lot of debt you may be more inclined to commit fraud/take bribes..
And as jdturk said, if you are going to be working for top government/security services then they'll want to know a lot more - quite a few jobs at this level require your family to be checked as well.
This can also occur in the nuclear industry - a friend works as a nuclear physicist who needed to have in depth checks including where they'd been on holiday over the last few years.
But for most jobs its just a case of getting you to declare there is nothing which may prevent you doing your job.

crackerberry

More and more employers are screening candidates in this way. How much they go in to depends on the option they take but the "entry level" basic option (for want of something to call it here) is usually to check the last two or three employers listed on your CV.

The vetting agency will check start and end dates of jobs claimed are accurate, and job titles/job roles are too. If for example you claimed to have been "operations manager" somewhere but they discover your actual title was "operations clerk" they would highlight that in their report. They also look at gaps in employment etc. The agencies claim to also ring employers too -rather than rely purely on written bland HR references they will attempt to speak verbally with someone too.

Before doing these kinds of vets they are supposed to have a candidate's express consent (agencies claim to require that agreement in writing ie signed agreement) but I know from personal experience some employers will go ahead behind the scenes regardless without mentioning they even do so.

Uncertain

crackerberry wrote: »

Before doing these kinds of vets they are supposed to have a candidate's express consent (agencies claim to require that agreement in writing ie signed agreement) but I know from personal experience some employers will go ahead behind the scenes regardless without mentioning they even do so.

But, depending on exactly how they check, they may well not legally need the candidates permission.

If I have your CV plus the details you give on a standard application I could do a lot of checking and find out a great deal about you without breaking any law.

Journalists do it all the time!

crackerberry

Uncertain wrote: »

But, depending on exactly how they check, they may well not legally need the candidates permission.

If I have your CV plus the details you give on a standard application I could do a lot of checking and find out a great deal about you without breaking any law.

Journalists do it all the time!

I was referring only to express permission in relation to where the company uses a third party agency to do it.

Where the above is concerned or other in-house vetting is concerned both do still fall under the DPA which has a good employment and recruitment practices section, not that employers seem to particularly take note of it.

Simon11

Might not apply to yourself, but they might try and see if you're are on facebook. Therefore important for if you have fb, not to have a picture of yourself drunk ect!