Hiring is a critical decision. It is not a sole decision of the hiring manager; it depicts the final selection of an entire organisation. Employers consider several aspects before adding a candidate to the payroll.
Baseline Personnel Security Standard (BPSS) pre-employment screening is crucial for ensuring the right hiring decisions and employing top talent for the correct position.
A BPSS check comprises four key elements:
- Identity verification
- Right to work
- Employment history verification
- Criminal record check
What is Included in the Employment History Check?
Before hiring a candidate for the vacant position, it is crucial to look into the four elements as mentioned earlier.
While each of them plays a vital role in background screening, an employment history check can help organisations to get the perfect fit for the open job role.
An employment history verification includes cross-checking the details mentioned in the experience portion of the candidate’s CV. It involves confirming the job titles, duration of previous employment and gives previous employers an opportunity to flag any potential issues either in candidate performance or reputational risk.
How do Employers Use BPSS Employment History Verification for Hiring?
Employers bear the heaviest responsibility to thoroughly review an applicant’s employment history, criminal records, right to work, and identity to comply with regulations, mitigate risks, ensure compliance with legal requirements, and protect the integrity of their business.
Let’s get started to learn how employers use BPSS employment history verification for the hiring process.
Contact Previous Employers
Documenting false information is common these days.
An applicant might have listed incorrect work experience from a company where they have never worked. Alternatively, a candidate might have reported an incorrect work duration at a company where they worked. To verify the accuracy of information regarding past employment, it is best practice to contact the previous employers directly.
A BPSS hiring process includes reaching out to the last organisation of the job aspirant to confirm the candidate’s job title and employment duration.
An employer can request that the previous organisation verify these details, as well as potentially obtain more information about the applicant’s code of conduct, behaviour with colleagues, reason for leaving and operational responsibilities held during the employment period.
Evaluate Work History Gaps
This element only comes into play when there are gaps in the activity of an individual who has applied for a job position that is currently open.
BPSS pre-employment screening also analyses the work history gaps. An employer ensures that the work history is continuous and that any gaps of more than six months in the last three years are well-explained.
However, there are several reasons why people may have gaps in their work history, including personal issues, injuries, caring for sick relatives, or simply taking a break. Whatever the reason given, employers investigate it when running BPSS pre-employment screening.
Follow Up On References
Organisations can also rely on checking references or asking professional background-checking companies to do an employment history check.
For self-employed individuals, they can request written references from professionals such as lawyers, accountants, and banks, which will confirm their job status and term. References are not entirely authentic, but reliable references still have a valuable impact on the hiring process.
Look for an Academic History
Employers should look for an academic history in job applicants who may have a part-time work and part-time academic history, or who may have only recently entered the workforce after graduating from college or University.
Reviewing the educational history, evaluating the authenticity of academic documents, and the period of the educational journey can help organisations and hiring managers to employ fresh graduates for the right roles with proper background screening.
Thus, an academic history must be sought and documented for recently graduated individuals or students working in a part-time role.
Final Thoughts: Make Your Recruitment Process Efficient
Employers conduct BPSS pre-employment screening to evaluate a candidate’s personal identity, check their right to work in the UK, determine their employment history, and check criminal records.
Hiring managers can reach out to past employers to confirm and cross-check the authenticity of the information listed on an applicant’s CV. They can also follow up on reliable references from business professionals to verify the given information. For self-employed professionals or part-time students, a professional record will suffice. However, an employer must verify any work history gap and assess the genuine reason behind it.
There is no doubt that the BPSS employment history evaluation is effective, but a significant amount of work needs to be done to ensure compliance with the standards.
Contact our specialists today to secure your hiring process with an exceptional and authentic BPSS employment history check.
