Now CV Fraud can be Prosecuted

CV fraud can now be punished, with offenders compelled to pay back earnings if it is proven that they forged credentials and experiences to an employer, according to a recent Supreme Court judgement.

The verdict resolves the high-profile appeal case of Jon Andrewes, a former NHS chief executive who was convicted after lying about his PhD and previous work to get a top hospital job as well as other executive positions. Consequently, Andrewes was forced to pay £97,000 of the £643,000 he got illegally while working.

Such insights thoroughly validate the requirement for background screening and experience validation. These save companies time, money, and reputational concerns constantly.

This Court Decision is excellent news for companies, as it gives them some protection if their employees' experiences are not as claimed. Pre-employment screening techniques, which assist you to get to know who you're recruiting before they come under your company's roof, can provide greater protection.

Complygate provides many techniques for checking that the person you are employing is who they say they are. When it comes to experience verification, the following are especially useful:

Prospective Employment Screening- requires aligning the existing workforce with the company‘s recruitment screening policy.

Education Verification- validate the candidate's academic status and attest for the authenticity of the information given by the candidate.

Reference Checks- examining a candidate's pre-employment history to gain confidence in their professional reputation and to determine the cause of any gaps in employment or behaviour concerns.

Identity Check- verify that the certificates submitted as proof of identification are legitimate and that UK right-to-work checks are performed.

What measures can be taken by the employer to minimize the risk of hiring

• Perform routine detailed background checks on candidates' job history. Employers should be aware that faulty CVs frequently have inconsistencies in employment dates (which may have been changed to mask gaps) and job titles or income.
• All employment offers, and contracts should explicitly mention that the offer is conditional on the verification of information provided in application forms.
• Employment contracts and staff guidebooks should clearify that severe lying in the application process might be considered "perjury" and result in termination.

Employers may use Complygate's comprehensive employment screening to make the proper hiring decision. During the onboarding process, the company must be secure in the individuals it hires. Using our pre-employment screening procedure and background checks, you minimize your company's risk exposure.