Profile Image Cifas Onboarding Party Meeting
| Referencing and Verification Services
August 5, 2019
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Cifas Onboarding Party Meeting

Verifile were invited to attend the Cifas Onboarding Party Meeting last month to talk about employment fraud together with other Cifas members and clients from a wide range of industries.

Cifas has observed a rising amount of fraudulent behaviour in senior-level roles. Historically most employment application fraud has been seen in lower-level roles. Verifile has noticed this trend, seeing an increase across all industry sectors. False grades on CVs are the main issue and in some instances, even though particular grades were not a requirement of the role, the candidate was rejected due to CV fraud.

Cifas has also noticed a rise in the number of candidates who provide a personal email address for their chosen referee rather than the contact details of the HR department or person responsible for providing references. Verifile always goes directly to the HR department, even if a personal or work email address is provided by the candidate.

Another hot topic was how self-employed candidates conceal debt and fraudulent activities. Often this occurs when CCJs are attached attached to the company as opposed to the individual. Many of Verifile’s clients have a company credit check undertaken on the candidate's company to safeguard against this risk.

It was great to hear that many organisations undertake post-employment or re-screening for current employees. This is something that Verifile highly recommends, but is often overlooked.  Cifas believes that post-employment screening is becoming essential in many industries such as finance, IT and for employees who work with vulnerable people.

Another interesting topic that was discussed was the rising number of candidates who have no UK footprint. This highlights the need to undertake the correct international checks.  Global screening is of particular interest to Verifile and our international service was recently recognised when we won the Queens Award for International Trade. We pride ourselves on sourcing our data from official sources such as Ministries of Justice and local credit bureaus. We work directly with hundreds of these data sources around the world, feeding their data into our background checks. More information on our global services can be found here.

Cifas members have also identified undeclared adverse credit as a current concern. This not only requires a review of the credit results but could require Cifas members to recommend an adverse filing for the candidate in the Cifas database. Best practice is to allow candidates to declare any potential issues prior to screening. Verifile’s Fitness and Propriety Declaration is an excellent aid that gives candidates the opportunity to highlight any potential concerns as well as providing their details and consent/permission for the check to be performed/carried out. More information on our range of Fitness and Propriety Declarations can be found here.

It was a fantastic meeting and extremely beneficial to the screening industry and we look forward to the next meeting.

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| Credit and Financial Checks
August 1, 2019
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International Product Changes

Disruption to credit and directorships checks

There are currently disruptions to credit and directorships checks in the following countries: Cyprus, Estonia, Latvia, Lithuania, Lebanon, Malta, Netherlands, Romania, Iran and Jordan. If you wish to order any of these checks, please contact Verifile for an update on the situation.

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| Blog | Specialist Searches
July 31, 2019
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Heathrow airport employee Facebook post ruling

In a recent case, Forbes v LHR Airport Limited, the Employment Appeal Tribunal (EAT) ruled that an offensive post shared by an airport employee on Facebook was not carried out in the course of employment.

As the post was shared on the employee’s own device, it was not posted during the course of her employment nor did she mention any of her colleagues.  The employers, London Heathrow Airport, were not liable under The Equality Act which makes an employer liable for discriminatory acts carried out by their employees in the course of employment.

This case offers some reassurance to employers, who might be concerned about their employees’ social media activities. Employers should continue to act on, and investigate complaints relating to social media harassment promptly and have social media policies in place. It is worth noting the small factual changes to this case that made Heathrow airport exempt from responsibility.  LHR may have been liable if:

  • The post had been made during work time, or 

  • The employees had been “tagged” in the post, or

  • The case had been brought against the colleague who had been shown the image

Any of these could have resulted in a very different outcome for LHR.

Look out for our blog series on social media screening coming soon!

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