Staff vetting is often overlooked in employee recruitment as many Human Resources professionals do not actually understand the business impact of recruitment of employees who have:
- lied on their CVs to obtain a job;
- no right to be employed in the US;
- other questionable events in their past that they do not declare at recruitment time.
A common area of problem is the use of third party supplied staff as the third party (typically a recruitment agency) rarely ever does any staff vetting or screening on them, though this is often assumed to have happened.
SIRM ‘s Clients are more dependent than ever on high quality and trustworthy employees, and so they have created the new CV verification and ongoing background screening service.
The implications for Clients who have employed those who have later been found to have ‘questionable pasts’ have at best been ‘serious inconvenience’ and, at worst, ‘extremely damaging’ to their reputations and image. There have been a number of widely reported cases of employees (some in senior sensitive posts), who have been found out to be fraudulent, in many cases, months or even years after they had been employed. Few realise that it is a criminal offence to lie on a CV, the Risk Advisory Group estimate that over 50% of CVs in the City contain errors ranging from minor inaccuracies to outright fabrications.
SIRM provides a range of pre-employment vetting and screening services designed to help our Clients to win the battle against the enemy within – before, rather than after, they have been employed.Â BS7858Â is the revised British Standards Institute Code of Practice (CoP) for security screening and this is the basis of the service offered by SIRM for its Clients.
Vetting is also carried out by Government agencies or contractors acting on their behalf to the following clearance levels:
- DV (Developed Vetting);
- SC (Security Check);
- CTC (Counter Terrorist Check);
- EBS (Enhanced Baseline Standard);
- BPSS (Basic Personnel Security Standard);
- NATO (NATO Cleared);
- MPS (Metropolitan Police Service);
- SIA (Security Industry Authority);
- ECRB (Enhanced Criminal Records Bureau);
- CRB (Criminal Records Bureau)
Using the Approach to employee vetting covers:
- advising on legislative requirements for vetting;
- advising on sources for verification of claims
- agreeing criteria for verification;
- defining scope of employees to be verified;
- developing procedures for undertaking vetting for staff;
- developing procedures for undertaking vetting for third party supplied employees;
- training and awareness for HR staff;
- undertaking verification of claims made on application forms;
The Approach ensures that you will substantially reduce the threat of dishonest employees by:
- ensuring an appropriate vetting process is in place at recruitment time;
- ensuring that you meet your legal requirements and have met the requirements for the ‘statutory defence’;
- managing and treating significant risks to reduce them to an acceptable level in line with risk appetite;
- providing a complete and documented vetting process;
- providing a process for ongoing vetting and monitoring of employees;
- that third party supplied staff are also subject to the same level of vetting as internal staff;
- training HR staff in proper vetting processes and procedures;
- training line managers who may employ third party supplied employees in appropriate vetting processes and procedures;
All of the SIRM consultants are qualified and have the required competence to meet the needs of our Clients.