previous employers and not directed to the main HR department where the records are kept. Such a process will not establish previous sickness and disciplinary records; it will not indicate the qualities and standard of the applicant’s work. This leads to poor recruitment decisions and in turn causes risk and extra cost in the replacement of staff. Getting it right first time hRecently at Warwick Crown Court an illegal immigrant was sentenced to 8 months imprisonment for possessing false documents and obtaining employment by deception. He had been employed as a security officer at Coventry Airport through an employment agency. The man, a Zimbabwean national, arrived in the UK in 2002. He was given a Visa allowing him to remain in the UK until June 2003 and applications for extensions were twice refused and he left his sponsored accommodation and managed to provide a forged letter from the Home Office indicating he was entitled to remain in this country. Using this he deceived the employment agency and it was whilst attempting to gain employment within a more restricted area that he was caught and his deception came to light. The Home Office letter showed he had leave to remain indefinitely in this country had been purchased for ?300.

Employers who employ illegal workers can be fined up to ?5000. In addition, the adverse publicity can impact heavily on any business.

So how was this allowed to happen? Could it have been prevented? The employment agency who recruited him confirm they carry out stringent checks on their staff and had no reason to suspect false documentation had been used to support his employment application.

Many companies believe that because staff have been recruited via agencies that the agency will have carried out all the necessary checks to the required standard. However, evidence indicates that very often this is just a phone call to the previous employers and not directed to the main HR department where the records are kept. Such a process will not establish previous sickness and disciplinary records; it will not indicate the qualities and standard of the applicant’s work. This leads to poor recruitment decisions and in turn causes risk and extra cost in the replacement of staff. Getting it right first time ha

3 and applications for extensions were twice refused and he left his sponsored accommodation and managed to provide a forged letter from the Home Office indicating he was entitled to remain in this country. Using this he deceived the employment agency and it was whilst attempting to gain employment within a more restricted area that he was caught and his deception came to light. The Home Office letter showed he had leave to remain indefinitely in this country had been purchased for ?300.

Employers who employ illegal workers can be fined up to ?5000. In addition, the adverse publicity can impact heavily on any business.

So how was this allowed to happen? Could it have been prevented? The employment agency who recruited him confirm they carry out stringent checks on their staff and had no reason to suspect false documentation had been used to support his employment application.

Many companies believe that because staff have been recruited via agencies that the agency will have carried out all the necessary checks to the required standard. However, evidence indicates that very often this is just a phone call to the previous employers and not directed to the main HR department where the records are kept. Such a process will not establish previous sickness and disciplinary records; it will not indicate the qualities and standard of the applicant’s work. This leads to poor recruitment decisions and in turn causes risk and extra cost in the replacement of staff. Getting it right first time h

The Home Office letter showed he had leave to remain indefinitely in this country had been purchased for ?300.

Employers who employ illegal workers can be fined up to ?5000. In addition, the adverse publicity can impact heavily on any business.

So how was this allowed to happen? Could it have been prevented? The employment agency who recruited him confirm they carry out stringent checks on their staff and had no reason to suspect false documentation had been used to support his employment application.

Many companies believe that because staff have been recruited via agencies that the agency will have carried out all the necessary checks to the required standard. However, evidence indicates that very often this is just a phone call to the previous employers and not directed to the main HR department where the records are kept. Such a process will not establish previous sickness and disciplinary records; it will not indicate the qualities and standard of the applicant’s work. This leads to poor recruitment decisions and in turn causes risk and extra cost in the replacement of staff. Getting it right first time h

t stringent checks on their staff and had no reason to suspect false documentation had been used to support his employment application.

Many companies believe that because staff have been recruited via agencies that the agency will have carried out all the necessary checks to the required standard. However, evidence indicates that very often this is just a phone call to the previous employers and not directed to the main HR department where the records are kept. Such a process will not establish previous sickness and disciplinary records; it will not indicate the qualities and standard of the applicant’s work. This leads to poor recruitment decisions and in turn causes risk and extra cost in the replacement of staff. Getting it right first time h

previous employers and not directed to the main HR department where the records are kept. Such a process will not establish previous sickness and disciplinary records; it will not indicate the qualities and standard of the applicant’s work. This leads to poor recruitment decisions and in turn causes risk and extra cost in the replacement of staff. Getting it right first time has substantial financial benefits for all companies.

Listed below are some of the typical deception methods used by applicants hiding or failing to provide information to obtain employment and the potential risk they cause:-

• Criminal records hidden from potential employers. Will they re-offend possibly posing a risk to clients and staff?
• Concealment of poor health and sickness because to reveal the truth would indicate the applicant to be incapable of carrying out the role applied for.
• To hide a previous dismissal, gross misconduct, theft from employer, incidents of bullying and racism posing a risk to employer and existing staff.
• To facilitate criminal activities such as obtaining access to National Insurance Numbers in order to sell them to assist in identity fraud.
• Failing to declare claiming Jobseekers Allowance because they have been working and claiming benefits simultaneously.
• Because they are in the UK illegally and not eligible to remain and work in this Country which poses a risk of substantial fines.
• To facilitate industrial espionage.