June

A recent study revealed that 85 percent of employers have caught applicants lying on their résumés or job applications, the most common being those that involve modifying dates of employment, falsifying credentials, training or degrees, inflating prior earnings or hiding a criminal history.

Employers can avoid potential pitfalls by implementing a clear and uniform policy about the consequences of providing false information on an application. In addition, understanding the legal landscape as it relates to information an employer may request of an applicant is key, in addition to becoming familiar with background screening laws. It is increasingly important for HR professionals to implement a strong application falsification policy, which can yield unexpected – but positive – benefits.
 

Following General Data Protection Regulation sessions held in London and Cambridge last month, Rachel Ashwood or Razia Begum of Taylor Vintor put together top 10 practical tips for employers to consider, from a documentation and process viewpoint, one year on from the introduction of the GDPR.

They include embed data protection in your workplace culture, revisit contracts of employment, issue
a staff privacy notice, implement a data protection policy/privacy standard, review all recruitment and benefit forms, have a uniform approach to data subject access requests, know what to do in the event of a personal data breach, set your procedure on retention and destruction of HR documents, review all consultancy agreements and pay your data protection fee.
 

We have made the following changes to our international product offering:

• Kenya Police Clearance Certificate: ​This can now only be obtained for individuals currently residing in the UK.

• Northern Mariana Islands Criminal record Clearance: ​We now cover all of the Northern Mariana Islands and not only Saipan.

• Japan Civil Litigation - Initial Search: This is now charged per name and no longer per person due to a change in the pricing structure at the sou