Most of you will no doubt have seen The Apprentice at some point. Specifically there is always the episode where the candidates get grilled by one of Lord Sugar’s business chums.
They are asked about the jobs they have done and the qualifications obtained. For TV purposes it can make a toe curling experience. The interrogator challenges the candidate as to what is true, what is stretching the truth and what is a down right lie.
But what actually happens in the real world?
Staff vetting is a key element of the recruitment process. Interviews take place. You are happy with a candidate and would like to appoint them. You send out written confirmation of a job offer and put that “subject to suitable references” the appointment will be made. So where to start?
Firstly, what are you looking to check up on and how far back do you want to go?
Secondly, always obtain a written authority from the candidate to take up references – this will save time later.
So, looking at what information you want on a potential colleague, how far to you go back? If someone has been working for say 5 years, has had two previous jobs and went to university prior to that, you would want to see a copy of their degree and obtain references on the two jobs. Decide how far back you want to go if someone has been working for say 25 years. What is appropriate and relevant?
Checklist:
Do the dates match up to the CV or application form for employment history – leaving and starting.
Reasons for leaving previous employment
Carry out a credit search to check for any debts or bankruptcy
Ask to see their passport
Ask for something with their name and address on eg Council Tax bill
If there are any anomalies you have a decision to make. The whole point to staff vetting is to obtain accurate information for your benefit.
Do they always get the right person on The Apprentice? I’m not absolutely sure that they do, but armed with all the information on a potential candidate, you have the opportunity to do so.