Human resource management practice I also available by michael armstrong

Part 

4

  People Resourcing

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qualifications  and  employment  record.  This  was 

confirmed  by  a  survey  carried  out  by  the  CIPD 

(2008), which found that 25 per cent of employers 

had to withdraw their offers because applicants had 

lied or misrepresented their application. It is always 

advisable  to  check  with  universities,  professional 

institutes  and  previous  employers  that  the  facts 

given by applicants are correct. Other checks can be 

made such as:

 

●

interview questions about actual (not 

hypothetical) experiences, with deep  

probing to ascertain the extent of the 

individual’s personal involvement,  

decision-making and contribution;

 

●

detailed application forms with open-ended 

questions about specific learning related to 

the skills, knowledge and competencies 

required for the vacancies under 

consideration;

 

●

identification check;

 

●

electoral register check;

 

●

credit reference agency check (especially 

appropriate for positions in the financial 

services sector);

 

●

confirmation of previous employment with 

HM Revenue and Customs or through the 

Department of Work and Pensions;

 

●

Criminal Records Bureau check;

 

●

Companies House check (for directors);

 

●

fraud prevention check, including Cifas  

staff fraud database check (to prevent an 

employer unwittingly employing people 

previously dismissed for fraud somewhere 

else). Cifas is a not-for-profit fraud 

prevention service.