Standard Reference Check

HOW DOES IT WORK?

• Purchase the reference check you require online
• Download and complete the provided form
• The subject of the reference signs the form consenting to the reference check
• You post or fax the form to the address provided on the form
• We carry out the reference check
• We send you the results either by email or post.

WHAT DOES IT COST?

• Standard Reference Check (£145 plus VAT)

WHAT SERVICES ARE OFFERED?

Standard Reference Check (£145 plus VAT)

• CCJ Check
  • Checking for any County Court Judgements (CCJ)
  • Checking current, previous or forwarding addresses
  • How many credit applications the candidate has applied for
  • Any names known as other than what is on their application form
• 5-Year Employment Check
  • Employment references covering 5 years of previous employers, in some cases if not many work references will go to their secondary school to cover the 5 years.
  • Confirming dates employed by that company
  • Position held
  • Would the company re ­ employ if not why not?
  • Why the employee left their company
  • Is there any reason why the ex employee shouldn't be employed in a position of trust.
  • Verification of claimed educational qualifications
  • Two written character references obtained
  • Completed file returned If the company has gone into liquidation, we will ask for proof of employment from the candidate for either payslips, P45 or P60. If they are not successful they will try to obtain a reference from some one that can verify them working at that company. If references are required from abroad, we will obtain from the candidate certificates as evidence

Click here for details of the information required to complete an Standard Reference Check.

Do a Standard Reference Check now

FREQUENTLY ASKED QUESTIONS

Why is it important to screen applicants prior to employment?

If the wrong person is employed it can be very damaging to an organisation in terms of cost and time in the following ways:

Legal: There are numerous circumstances where a Company and its directors could be held vicariously liable for acts committed by its employees, for example discrimination. Additionally, employers could find themselves unable to claim under their fidelity insurance if inadequate checks were made at the interviewing stage.

Financial: Any fraud committed by employees can reflect badly on an organisation, for example Nick Leeson at Barings Bank.

PR: If it becomes known that any Company is under investigation it will prove immensely damaging to their reputation.

Morale: Allegations of fraud will obviously have a negative impact on remaining staff, for example BCCI.

When should references be sought?

References are usually sought after the applicant has been given a conditional offer of employment. Any provisional offer of employment should state that the offer is subject to the receipt of references that are considered satisfactory by the employer. In order to avoid discrimination all candidates should be treated in the same way. If any discrepancies are highlighted between the CV / interview and the results of the reference, candidates should be given the opportunity to explain them.

What are the timescales for the reference checking process?

The Reference Check can take up to 6 weeks to complete, since it is reliant on receiving information from third parties. We will keep you updated on a regular basis as to how the reference check is progressing. However, there may be instances or occasions when third parties do not respond to our requests, in which case we can not be held responsible for the failure to deliver that particular reference.

What is the Employer's Mutual Protection Service (EMPS)?

EMPS is a national database designed to record the details of individuals dismissed for gross misconduct and it facilitates the searches of that information. Since the database was established over 20 years ago more than 60,000 names have been listed. The database operates on a subscription basis, and subscribing employers supply a list of all employees who are dismissed for gross misconduct. Your prospective employees are cross-checked against this database.

What about Data Protection issues?

EMPS is registered under the Data Protection Act 1984 and operates in accordance with the 1998 Act. No information is held by EMPS regarding the details of the gross misconduct.

Prospective employees on whom a check is to be made are required to sign a written consent form to facilitate the release of their personal details. Indeed we will not commence the process until the individual's written consent to the process is received.

What information is obtainable from County Court Judgements?

County Court Judgements mainly cover action taken by credit companies or financial institutions, e.g. regarding credit cards or bankruptcy cases.

Is it possible to obtain references for periods spent outside the UK?

Yes. However, the amount of information available varies depending on the legislation in each individual country. Most information can be obtained from the USA, South Africa and many European countries. However due to legislation in Italy, Germany and Spain only basic information can be obtained, e.g. confirmation of employment. It is not possible to access electoral rolls or conduct credit checks in these countries. For information on reference checks in South America, Asia and Eastern Europe, please click here to contact us.

Can information on driving offences and criminal behaviour be obtained?

UK legislation does not permit reference checking agencies to access this type of information. However employers could ask potential recruits to obtain a good behaviour certificate from the police or a DVLA certificate stating that they have no recorded traffic offences.