In the dynamic world of recruitment, where 64% of applicants openly admit to falsifying their CVs, the need for reliable verification processes has never been more critical. Today we explore the challenges posed by some applicants and discuss the balance between traditional reference checks and instant innovative solutions that help employers navigate these complexities. With an alarming 25% of candidate’s giving false references and a concerning 18% resorting to using fake reference services, distinguishing between qualified and unqualified candidate has become increasingly difficult. This growing trend of dishonesty among job seekers slowly erodes trust in the recruitment process, but also poses significant risks to the integrity and performance of businesses across all sectors.
Reimagining reference checks
Despite these challenges, it’s important to recognise the value and potential of reference checks, particularly in regulated sectors such as financial services where it’s mandated and healthcare, as roles have a critical part to play in maintaining national infrastructure, the economy and the well-being of individuals. For example, the financial conduct authority as part of the Senior Managers and Certification Regime (SMCR) have a detailed set of questions that firms must follow to ensure individuals are classed as ‘fit and proper’ for their roles. These pieces of information are not often apparent on a first encounter or revealed through a candidates CV and during the interview process. This provides the prospective employer with an understanding of an applicant’s professional performance and behaviour from previous employment, which is invaluable for making informed decisions and getting a detailed look into a candidate’s past.
However, particularly when conducted in-house, traditional reference checks are not without their drawbacks. For the HR department, they can be incredibly time-consuming, and rely heavily on the responsiveness of referees and the depth of information required by the prospective employers. This process, when chosen to go alone, can take weeks, often introducing delays in the hiring.
Aware of these challenges, many businesses are turning to a trusted partner like Giant to streamline their hiring processes particularly when it comes to regulated reference checks and more general employment verification services. Not only does Giant maximise compliance with the relevant laws and regulations, but we also offer access to accurate and comprehensive databases for reference checking, ensuring that reliable information is gathered swiftly. We have dedicated teams who follow up on references, a task that traditionally drains substantial HR time and resources. This targeted strategy not only results in faster responses but also frees HR departments to focus their efforts on other vital tasks.
While regulated reference checks delve deep into a candidate's professional history, revealing crucial insights, should the role fall outside of the mandatory requirements and industries, and if time is of the essence employers can also consider a service like Giant’s instant employment verification. While reference checks from a previous employer or university for example add credibility to the candidate, this is another option employers that are short on time can consider , delivering speed and accuracy without compromising quality. This confirms details such as employment and income data, for example dates, employer names, job titles.
Introducing instant employment verification
Giant’s revolutionary instant employment verification service can provide employers with all the insights they need to make well rounded, more informed hiring decision alongside more traditional screening services. With direct access to untampered data straight from trusted sources such as HMRC, open banking, and payroll APIs and covering 100% of the UK workforce, this sets a completely new standard. Resulting in fast, accurate results with no manual errors. Giant's instant employment verification not only streamlines the hiring process with its rapid, accurate results but also integrates seamlessly with traditional checks, offering a comprehensive view of a candidate's history. This dual approach ensures no detail is overlooked, combining speed with depth for a thorough vetting process.
In just 3 simple steps, candidates can share their data, provide access to trusted data sources and submit this effortlessly, which takes them on average just 2-3 minutes. This is what’s called single purpose sharing and is not connected to a candidate’s credit score. Addressing one of the most pressing privacy concerns of the digital era this service also features the highest level of protection with bank-grade security standards and 100% GDPR compliance.
Moonlight mitigation
If you thought that sounded good, you’ve also got the added bonus of a moonlight check as standard with Giant’s instant employment verification service. This identifies all employment that the candidate may not have disclosed and is one actionable step employers can take. In this section, we’ll explore just how detrimental moonlighting can be for a business, highlighting the urgent need for businesses like yours to adopt proactive solutions.
What is moonlighting?
The practice of moonlighting otherwise known as overemployment has seen a notable increase. This involves individuals working multiple jobs simultaneously. It’s particularly prevalent among remote workers with a recent survey indicating that nearly eight in 10 employees have worked at least two jobs at the same time in the past year. Fuelled by the desire to earn extra income and achieve financial freedom, this can and often does negatively impact the hiring organisation, let’s look at some of the effects:
- Decline in employee performance: Moonlighting can often to lead to employee burnout which in turn can decrease productivity, increase stress and mental fatigue, and ultimately has a bearing on the employee’s primary job.
- Conflicts of Interest: Moonlighting can create conflicts of interest, with employees potentially working for competitors or using company resources for their additional work. This raises confidentiality concerns, issues around client poaching and potential harm to the primary companies’ reputation.
- Legal implications: Many employers have policies in place that prohibit moonlighting, particularly if this is done within the same industry. It’s best employers and employees alike review their policies and contracts to avoid any legal issues.
It’s important for employers to align their screening strategies with their business needs, striking the right balance between depth and speed. By outsourcing to a trusted partner like Giant businesses can significantly speed up the screening process while maximising compliance and accuracy.
