Recruitment Advice

The estimated cost for recruiting the wrong candidate into a role can range between one and three times the individuals salary. This fact alone makes pre-employment screening not only cost effective, but necessary for the financial health of the company.

Education and credential history are exaggerations or lies more than 10 per cent of the time. often candidates can even supply official looking documentation.

C.V’s are an excellent way for candidates to sell themselves, however because there is no set format the quality and accuracy of information is hit and miss.

One solution is to ask all candidates to complete a standardised application form and telling the candidate you will verify all the information given as part of the recruitment process. Ideally the application form should be done by surprise just before the interview is due to take place. It is a excellent tool to measure accuracy against the C.V information.

Unless your are able to check with the Criminal Records Bureau information on convictions is difficult to obtain. Under regulations you can ask for this information on any convictions that are not spent. Checks should not only be made on employment history but on education and professional qualifications.

The more checks you do on previous history the more robust your recruitment process will become.