Frequently Asked Questions about CV Screening & Pre-employment Validation

To ensure that their integrity is intact; to protect the reputation of your business, to comply with corporate governance best practices industry requirements and FCA requirements.

To ensure that their integrity is intact; to protect the reputation of your business, to comply with corporate governance best practices industry requirements and FCA requirements.

It depends on the level of detail required and the availability of the referees, but we aim to have the final report to you in 7 to 15 business days. Progress may be viewed at any time on the online system. Any negative information, however, is communicated to you right away.

Pre-employment screening is an intermittent, time consuming and detailed task that require highly specialised knowledge and resources. It is also subject to numerous legal regulations. Most firms find it an inefficient use of their time and resources.
The scale of our operation enables us to subscribe to databases and other information sources, which many employers would find uneconomic. Our full time staff is always there to answer your inquiries and process an urgent request. These resources make our service fast, comprehensive and accurate.
Many HR professionals also prefer that a new employee’s first contact with the firm not to be a pre-employment check.

Employment 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.

Most candidates appreciate the benefit of keeping the screening process and their personal information separate from their future employer’s organisation. Outsourcing the service assures a new employee that others are not gathering their confidential information in the firm.

As a general rule you should screen all candidates for positions, which are considered to be sensitive, or which are regulated. In particular, in order to comply with FCA regulations you should screen anyone going into an approved function. To ensure that you have fulfilled the requirements as stipulated in the FCA’s Supervision Manual you need to verify a candidate’s honesty, integrity and reputation, competence and capability, and financial soundness. We have designed our service to more than fulfil this requirement.

Our system is designed to seamlessly integrate with your hiring process. Your candidates are asked to sign a declaration of consent and to complete an application form provided by JH Ltd and branded with your corporate logo. Once we receive these forms our researchers carry out the relevant checks and write the findings in a report. The report with supporting documentation is dispatched to you by email or added to our secure portal.