We’ve been hearing plenty recently about fake news and false information flooding the media, with Facebook looking to implement rules on how news is distributes and shared.

With so much effort focussed on management of fake information, the employment market still needs to get ahead with the validation of fake employment/personal information.

Only recently it was discovered that a chairman of two NHS Trusts, Jon Andrewes, fabricated Masters, PHD’s and some other degrees to secure a position on the boards, with education credentials never vetted or verified until someone took up the checks 10 years after he started with the trusts.

My first question is how he could fabricate the education with no one taking checks and the second is who else within the trust or charity have accurate history. No doubt he may have added value to the trust, brought some experience that they needed and gave back to the community involved.

Employment reference checks and background checks are sometimes looked on as a necessary evil, however, organisations and businesses may get themselves in a ‘Catch me if you can’ scenario where the employee isn’t who they say they are and they are a potential hazard to co workers or the public.

Full vetting involves 5 year work history references, 2 personal references, DBS checks (if working with children, vulnerable adults or in secure environments), ID verification through face to face interviews and only then you may get a clear picture of the applicant.

As an employer, if you’re under pressure to hire, fill vacancies and deliver staffing gaps, then this can be an oversight. Outsourcing the vetting to a verified 3rd party could be the answer and occasionally, brings up some odd finds that were un expected…