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In the shadowy corners of the job market, a sinister trend is emerging with a force that can no longer be ignored. The recent case of a former manager from Letchworth Garden City, who exploited fake references to avoid imprisonment after committing £60,000 Covid grant fraud, has cast a spotlight on the murky world of deceit in professional environments. This incident not only underscores the audacity of such acts but also begs a larger question: How far will people go to deceive, and what can be done to stem the tide?

A Tale of Deception

Christopher Andoh-Wilson's story reads like a modern-day cautionary tale. By fabricating references, including one allegedly from the Mayor of Luton, Andoh-Wilson attempted to weave a web of lies around the legal system to lessen his punishment. This wasn't just about bending the truth; it was an orchestrated attempt to manipulate the system for personal gain. The audacity of using one's mother to impersonate a public official and producing a fake reference from a former employer speaks volumes about the lengths to which individuals are willing to go.

It's important to note that these fake references were not created for employment purposes but were instead aimed at deceiving the court, highlighting the extreme lengths people will go to for personal gain. This suggests that employers could be much softer targets, especially if they rely on verification processes based on candidates' nominated referees, who could be fictitious or complicit.

The Risk in References

The implications of fake references extend far beyond individual cases of fraud. They pose a systemic risk to the integrity of hiring processes and, by extension, the workplace environment itself. When references are no longer reliable, the foundation of trust that employment relationships are built on starts to crumble. It's a wake-up call for organisations and verification agencies to reassess their approach to vetting candidates.

Verifile's Vigilance

In response to these challenges, Verifile champions a rigorous verification process that scrutinises the legitimacy of references at their core. Unlike the cursory checks that have become the norm in some quarters, Verifile's approach delves deeper, ensuring that the source of a reference is authorized and legitimate. This meticulous method not only uncovers deceit but also reinforces the value of thoroughness in the screening process.

We've previously discussed the challenges of identity discrepancies and "alibi mills," emphasising the importance of being attuned to anomalies that could indicate deceit. Recognising these signs early in the application process can prevent problematic hires from becoming entrenched within a business.

Navigating the Minefield

Yet, the question remains: How can employers navigate this minefield? The answer lies in a combination of vigilance, technology, and a commitment to ethical hiring practices. Employers must be willing to look beyond the surface, leveraging technology to cross-verify information and maintaining a keen eye for discrepancies that might hint at deception.

Exploring "fake references" online reveals troubling insights, such as a Reddit thread advising on how to fabricate references for job applications. Suggestions include claiming employment at non-existent startups or businesses that have closed down, using obituary notices to cite unverifiable employment, and providing contact details of friends or family as fake employers. These strategies highlight the challenges employers face in distinguishing genuine candidates from those presenting false narratives.

A Call to Action 

The fight against fake references is not just about catching the culprits; it's about creating a culture of honesty and integrity in the professional world. It's a call to action for employers, verification agencies, and job seekers alike to uphold the principles of transparency and truthfulness.
 
As we move forward, let's take the lessons learned from the case of Christopher Andoh-Wilson as a reminder of the importance of integrity in our professional lives. Let's work together to ensure that the job market remains a place where merit and honesty prevail, not deception and fraud.
 
In the end, the true measure of our professional environment will be determined by our collective willingness to confront and overcome the challenges posed by those who seek to undermine it. It's a challenge we must accept with vigilance and determination.

Strategies for Mitigating the Risk of Fake References

Comprehensive Verification Process: Employers and verification agencies must adopt a thorough and methodical approach to reference checks. This involves verifying the legitimacy of the organisation and ensuring that the person providing the reference is authorised to do so.
 
Critical Analysis: Look beyond the surface of references. Analyse the content for consistency, accuracy, and authenticity. Pay attention to details that might signal a reference is fabricated, such as inconsistencies in dates, job titles, and responsibilities.
 
Technology Utilisation: Leverage technology to cross-verify information. Social media, professional networking sites, and public records can provide additional insights and help confirm the authenticity of the information provided.
 
Education and Awareness: Educate hiring managers and HR professionals on the signs of fake references and the importance of a diligent verification process. Awareness can empower individuals involved in the hiring process to approach references with a critical eye.
 
In conclusion, the fight against fake references and other forms of employment fraud is ongoing. It requires a multifaceted approach that combines technology, rigorous processes, and a culture of integrity and transparency. By adopting such strategies, employers and verification agencies can better safeguard against deceit, ensuring that their hiring decisions are based on accurate and truthful information.
 

Background checks are a vital part of the recruitment process for many companies. They allow employers to screen candidates before hiring, promote a safer workplace, and ensure a company stays legally compliant.

Many companies conduct background checks in-house, however the process can be time-consuming and takes up valuable internal resources that may be better allocated elsewhere. Outsourcing background checks to a third party provider not only speeds up the recruitment process and saves resources, but also benefits companies in many other ways.

In this guide we’ll talk about the benefits of outsourcing employment background checks and what to look for when evaluating a background check provider before you enlist their services.

The benefits of outsourcing employment background checks

Why should your business outsource background checks when they can be conducted in-house? These are just some of the benefits of enlisting a third party provider to process your employment background checks.

Cost savings

Outsourcing background checks to a reputable provider can save your business money by eliminating the need to hire and train in-house staff to conduct the checks. Third party providers process checks at scale on behalf of thousands of employers. This volume allows providers to streamline their processes and invest in bespoke technology that delivers efficiencies far beyond what is capable in-house. As a result, you receive an improved service for a lower budget than if you were to conduct the same level of checks in-house.

More thorough coverage

Most employers conducting background checks in-house are limited in the scope they can provide. Whether this is due to lack of internal resources, expertise, or access to data sources, outsourcing background checks to a reputable provider removes these limitations and allows employers to expand their background screening programme. For example, instead of concentrating on full time payrolled staff, a company may begin to screen temps, contractors, and even suppliers.

Save time and resources

Conducting thorough background checks can be a time-consuming process, especially if it requires verifying information from multiple sources or conducting international checks. This can be an issue for businesses trying to meet tight deadlines or need to make a decision quickly. Without a dedicated team for background checks, staff will often push background checks to a lower priority as they complete other daily tasks.

By outsourcing background checks to an external company, your business can save time and resources. Instead of facing the pressure of trying to meet quick turnaround times, staff can focus on other tasks in the recruitment process. This provides peace of mind knowing that background checks are being handled externally without competing with other important priorities.

More accurate & in-depth background checks

Background check providers often have access to a wide range of resources and databases that aren’t available to most businesses. As a result, their background checks can be more thorough and accurate. This is especially true for global background checks, which are challenging even for niche local providers. Verifile has particular expertise in this domain, being the provider of choice for dozens of other background check providers.

An example of background check providers using such resources and expertise is mitigating risks like degree mills and alibi mills. Because of their specialised expertise in the industry, third party providers can offer a more rigorous and in-depth background check not available for most in-house teams.

Assured legal compliance

Background check companies are familiar and remain up-to-date with relevant laws and regulations and can ensure your company complies with these regulations when conducting checks on job candidates.

This is especially the case for global background checks. Third party providers may have staff who are familiar with local laws and regulations related to background checks in different countries, which can be helpful when conducting checks in countries with different legal frameworks. This not only saves your company time and resources spent understanding different laws, but also offers peace of mind that you are staying compliant in the hands of expert guidance.

Improved hiring process

One of the primary reasons why companies choose to conduct background checks is to mitigate risk by identifying potential issues with job candidates before they’re hired. This helps protect a company’s assets, prevent future complications, and ensure the workplace remains safe.

Outsourcing employment background checks can help streamline your company’s hiring process and allow you to make more informed hiring decisions quicker. Reputable background check providers usually offer seamless integration between your recruitment platform and the background checking platform, making the process even smoother.

Consistent processes

Background check companies will have a specific process used to conduct all their checks. This results in a consistent procedure for all job candidates, which can be difficult to achieve when conducting checks in-house with a team that is balancing other tasks and responsibilities.

Consistency also extends to fairness in the recruitment process. Outsourced background check providers treat all candidates the same, while internal teams may have unconscious bias or might be influenced by hiring managers during recruitment.

Improved privacy & confidentiality

Outsourcing employment screening means your company will not be directly handling job candidate’s sensitive personal information. This can help protect their privacy and offer a degree of comfort in anonymity. Background check companies are also often bound by confidentiality agreements, which can protect your company’s reputation and prevent the release of sensitive information.

Flexibility to scale up or down

One of the primary benefits of allowing an external company to conduct your background check is the ability to scale up or down as needed. If your business is going through a surge of recruitment, background checks can easily be managed without burdening in-house staff or being limited by their capacity and workload.

Global reach

Many background check providers are proficient in conducting global background checks. As a result, your company can tap into a wider pool of potential job candidates as you won’t be limited to only conducting checks in your country. Outsourcing global background checks can also speed up the hiring process, as external providers can conduct these checks while your company is closed for business.

It’s important to note that not all providers are able to conduct proper and efficient global background checks. If this is an important consideration for your business, be sure to ask the provider about their global capabilities before you enlist their services.

Language proficiency & cultural awareness

Many background check companies hire staff proficient in multiple languages to make it easier to conduct checks in countries where English is not the primary language. Some will also have staff who are familiar with local cultures and customs, which can be helpful when conducting checks in countries with different cultural norms. This eases the difficulty of conducting global background checks.

Access to innovative technologies

Reputable background check companies will have integrations and access to innovative technologies that improve the efficiency and accuracy of the background check process. This includes new technologies like artificial intelligence, which most in-house teams may be unfamiliar with.

What to look out for when evaluating a background check provider

Now that you are clear on the benefits of outsourcing employment background checks, you may be ready to seek out a provider.

Firstly it’s important to note that employment screening providers differ greatly in their approach to background checks and the level and quality of their services. There are no industry norms governing providers and not all employment screening providers will offer the same core service. This is why it’s important to find the right provider for your requirements.

We recommend that you consider the following when evaluating background check providers to ensure you are getting the service you need.

Reputation

Be sure to seek out a provider with a good reputation in the industry. A background check company’s reputation can be determined through simple research such as reading reviews and speaking to other companies who have used that provider’s services. Don’t be afraid to ask a potential provider for references from other companies and follow up on these references to get a sense of the provider’s reliability and effectiveness.

Customer & candidate support

An often overlooked aspect of outsourcing background checks is the level of customer & candidate support a third party provider offers.

As an employer, you want to know you can reach out with questions and concerns and receive a prompt response from a representative that’s dedicated to supporting you throughout the

process. This is especially important if you don’t have an in-house legal team that can consult you on compliance. You may be relying on the provider to shape your screening programme, so outstanding customer support is essential.

From a candidate’s perspective, being supported throughout the employment screening process helps promote a positive first impression of the employer. Some providers offer an excellent candidate support experience, with dedicated teams and even a VIP service for very senior roles. Others only offer automated services with limited communication with candidates.

If this is an important aspect for you, be sure to check with a potential provider on the level of customer & candidate support they offer.

Experience

Look for a background check company that has a track record of experience. This ensures that they are familiar with the process, experts in legal compliance, and can handle checks quickly and efficiently. Experience is especially important when conducting global background checks, as you want the provider to be familiar with local laws and regulations.

Turnaround times

It’s worth considering how quickly a provider can complete background checks, especially if you are trying to fill positions quickly. You don’t want to outsource background checks to a company that takes longer than it would for your business to complete the checks in-house.

It’s important to be mindful here that some providers may guarantee artificially fast turnaround times. This may be an indication that some elements of the screenings, such as references, may be closed off as ‘Unable to confirm’. This happens automatically after a few failed attempts by the provider and mostly when using an automated approach to referencing. This kind of result negates the point of outsourcing as you have to follow up on the checks yourself, lengthening the process even more.

Legal compliance

Be sure that the background check provider you are evaluating is familiar with and compliant with relevant laws and regulations, such as the Fair Credit Reporting Act in the US or GDPR in Europe. You can determine this by seeing if their website mentions complying with industry regulations. This usually means that compliance is an important priority for that company.

Data security

Many businesses hesitate to outsource background checks to a third party provider as they’re concerned about privacy issues. It’s therefore important to choose a provider that has solid data security measures in place to protect job candidates’ personal information. Don’t be afraid to ask providers how they collect, share, use, and protect customer data before you enlist their services.

Customisation

To get the most out of your outsourced employment background checks, choose a provider that is able to tailor their services to meet your company’s specific needs. This not only is valuable for your business but a sign of a quality background check company that is focused on providing the best service to their customers.

Services & integration

All providers are different, so it’s worth looking into what types of background checks a provider offers, how they are conducted, and whether these meet your company’s needs. You should also determine whether the provider’s background check process can easily be integrated with your company’s HR systems and processes.

International capabilities

If your business is likely to require global background checks, be sure that the provider has the appropriate experience and capabilities to conduct accurate, thorough, and compliant checks internationally.

Technology

Some providers offer online portals or automated status updates that can make outsourcing employment background checks more efficient and easier to manage. This also tends to be a sign of a reputable company that has long-term experience in the industry.

Summing up

You may now feel that it’s right for your business to outsource background checks to a reputable provider. So where to from here?

There are different types of employment screening providers ready to help, from small local providers to global services with their own bespoke technology ensuring the most thorough checks. Some providers offer a fully managed outsourced service while others offer a platform only. Be sure to consider your recruitment needs when researching providers to find the right fit for your business.

If you have enough expertise in-house, you may only require an automated background check provider to conduct the checks on your behalf. However, if you’re looking to rely on the provider to shape your employment screening programme and offer compliance advice and consultancy, then you will be better off with a more premium service that can cater to your needs.

At Verifile, we have a team of highly-qualified experts ready to guide you through the employment screening process no matter where you are in the world. Get in touch with our team now to see how we can cater our services to your unique needs.

Fraudulent references are quite literally a business — and a lucrative one at that.

Alice’s* reference was glowing. Her former employer even said they’d re-employ her given the chance. The hiring manager was more than satisfied with her interview performance. That and her reference were almost enough to seal the deal.

However, when HR passed Alice’s details to Verifile’s team for a final check, a different story came to light.

The HR Team had no recollection of Alice ever stepping through their doors. Plus, there was no record of her being paid for the work they’d (supposedly) so happily re-employ her for.

We discovered Alice’s referee was a PA at the business she’d noted as her previous employer. What’s more, the PA was her partner.

Stories like this are no surprise within the background screening industry. We’re already used to hearing about “degree mills” – entities that purport to be a genuine university offering “life experience” qualifications based on little or no real work.

Alibi Mills work in a similar way. After all, as the old adage goes, it is difficult to land that coveted first job without any prior experience. But how can you get the required experience without landing that first job?

Fraudulent references are quite literally a business — and a lucrative one at that.

Fresh-faced graduates are just one demographic alibi mills cater to.

People looking to make a career transition to an entirely new field, conceal time spent in prison, or gloss over an acrimonious departure from a previous workplace may also turn to these services.

Companies will outright fabricate whatever a paying customer requires. Some mills even act as HR departments on the other end of the phone to back up fake employment.

Those intending to deceive are good at what they do. As they become more sophisticated, it’s vital to remain vigilant. Simply accepting a candidate’s word at face value could be a costly mistake.

Imagine the damage that could be caused when someone who has fabricated their experience gets access to your systems, data, finances, and sensitive documentation.

Why use an identity and reference screening service?

Thoroughly verifying a candidate’s identity and references can be a time-consuming and complicated process unless you use a verification service.

As part of Verifile’s employment verification service, we adopt a rigorous approach to researching the employers a candidate claims to have worked for.

We scrutinize both the companies and referees to detect any abnormalities.

Our work, with contributions from some of our clients, has helped us compile a growing list of over 40 agencies suspected of providing fraudulent references.

7 tell-tale signs your candidate’s credentials are false

The main telltale signs of an alibi mill or hollow company come from its online presence. Look for the following anomalies when screening candidates:

• Professionalism of the website — Some alibi mills’ websites can be an afterthought, simply built to digitally signpost their existence. Pay attention to the look and presentation of the website. How relevant is the content? Are there many grammar or spelling mistakes that could indicate the website was built in a hurry?


• Company information — A genuine company has no qualms about providing phone numbers and physical locations. Are the company’s registration numbers and legal information visible?


• Company registries — Check with Companies House for UK-registered companies. Are the details consistent with the company’s website (company number, addresses)? Equivalent registries worldwide can be found here.


• Privacy Policy and Terms and Conditions —These sections contain required legal information about data processing and control. Their absence is a red flag for the authenticity of the business.


• View their offices — Google Maps and Street View can expose locations that do not fit with a company headquarters. Street View’s timestamped snapshots can verify the locations of smaller businesses that may no longer exist or have gone out of business.


• Virtual addresses — Another potential cause for concern are physical addresses tied to Registered Office Addresses or services. While there are genuine reasons for multiple companies to be registered to one address, it’s worth checking this is a genuine business rather than a hollow company or alibi mill.


• Online presence — Along with the company’s website check for other digital profiles. Social media profiles, online directories and job listing sites should be consistent. A company’s wider online presence, or lack thereof, can indicate foul play.

What to do if you suspect a referee is fake

We suggest requesting HMRC employment history documentation if you suspect a candidate’s credentials are not genuine. This can easily be obtained through the UK government’s employment history service. When employment is genuine, records appear in these documents. If not, further questions need to be asked.

Of course, even if a candidate can produce tax or governmental documentation to support their employment, there is no guarantee these documents are authentic. Most certifications and records can be forged with competent Photoshop skills.

We’ve seen candidates claim to have worked for these same suspected alibi mill companies time and again. No individual or sector is immune from fraudulent referencing.

One of our FinTech clients commented:

“Based on the findings from Verifile indicating that a company was not quite what it seemed, we investigated further and made an informed decision to withdraw an offer.”

Background screening is a priceless tool when it comes to recruitment and talent acquisition.

As we like to say, “Trust is good, but verification is better”.

*Not the candidate’s real name