Frequently Asked Questions about
CV Screening & Pre-employment Validation

Q. Why should I screen?

• 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.
• Screening promotes a safe workplace and one in which the risk of an employee negatively impacting on your companies financial health and reputation is reduced
• It is an effective risk management tool that has can prove to significantly reduce the risk of a bad hire.
• Engaging in a screening programme demonstrates due diligence and provides you with a great deal of legal protection. Firms have found it easier to claim on their fiduciary insurance when they could demonstrate that thorough checks were done prior to employment.
• To allow busy HR departments to focus on core responsibilities and strategic and business objectives
  
  

Q. Why choose JH Ltd?

• JH Ltd specialises in the pre-employment screening and employment referencing solutions. We make it our business to keep up-to-date with industry developments and we are in regular contact with the FCA to ensure that our service fully complies with current FCA guidance on recruitment.
• JH Ltd offers state of the art technology to deliver pre-employment reports to you in a timely and professional manner.
• JH Ltd will set up the entire screening program and does provides all necessary forms branded with your firm’s logo.
• JH Ltd provides at a fixed cost FAST TURNAROUND time with reports that highlight, summarise and explain the information reported. JH Ltd provides uncompromising quality, experience and expertise.
  
  

Q. How does the process work?

• 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 mail or email (or both).
  
  

Q. How long does it take to conduct a screen?

• 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.
  
  

Q. Why not keep the process in-house?

• 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.
  
  

Q. When should references be sought?

• 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.
  
  

Q. Will candidates object to a third party handling their personal information?

• 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.
  
  

Q. How do I know who to screen?

• 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.