pre-employment background screening
Discussion
Looking for some advice on a pre-employment background screening query, anonymous account as my main had my name in it just in case.
I have been accepted into a role with a bank who prior to employment require a background check with a third party (Hire Right). This is my first time doing anything bar the usual references etc.
I dont have anything to hide (perhaps bar the main issue) such as credit history, CCJs, fraud etc.
The main query I have is regarding a previous dismissal. I was dismissed from a job back when I was 19/20 which was my first job (in the role for just over 2 years), I was young and dumb and in a role where looking back union representation was almost mandatory to survive and I was too naive to notice. Im not sure on the technicalities of my dismissal, I was on a casual contract and cant recall the process of the dismissal or find any documentation from the time, Just recall being told after a sit down with a manager that I "was done" and walked off the premises. So I am not sure if I was officially dismissed or casual contract terminated but going in the worst case that it was an official dismissal it would of fell under gross misconduct. This was now 8 years ago.
Since then I have been in my current role for the last 6 and a half years.
As part of the background screening it asks the question have you ever been dismissed etc. I have read conflicting information regarding the expiration of employment history. The actual hiring company states on their people screening faq they verify employment history for the last 3 years and 6 years if its a regulated role, But the third party background screening provided doesn't specify time limits and presumably wants all employment/dismissal history.
On my original application and CV, I did not list the job I was dismissed from and only listed my current employer.
So my query is whether to acknowledge my previous dismissal. If I am honest and detail my dismissal, I am unsure how this may affect the offer such as the job offer being rescinded or I dont acknowledge it in which case its a game of chance whether its discovered. Obviously if it is discovered and I have not declared it, I am aware this in itself would be a black flag and carry serious consequences.
Does anyone have any experience on the matter? While I feel I can explain the dismissal and my employment history since has been unblemished, I dont know if this would be an automatic disqualifying criteria by a third party screening company or not.
Any advice would be appreciated.
I have been accepted into a role with a bank who prior to employment require a background check with a third party (Hire Right). This is my first time doing anything bar the usual references etc.
I dont have anything to hide (perhaps bar the main issue) such as credit history, CCJs, fraud etc.
The main query I have is regarding a previous dismissal. I was dismissed from a job back when I was 19/20 which was my first job (in the role for just over 2 years), I was young and dumb and in a role where looking back union representation was almost mandatory to survive and I was too naive to notice. Im not sure on the technicalities of my dismissal, I was on a casual contract and cant recall the process of the dismissal or find any documentation from the time, Just recall being told after a sit down with a manager that I "was done" and walked off the premises. So I am not sure if I was officially dismissed or casual contract terminated but going in the worst case that it was an official dismissal it would of fell under gross misconduct. This was now 8 years ago.
Since then I have been in my current role for the last 6 and a half years.
As part of the background screening it asks the question have you ever been dismissed etc. I have read conflicting information regarding the expiration of employment history. The actual hiring company states on their people screening faq they verify employment history for the last 3 years and 6 years if its a regulated role, But the third party background screening provided doesn't specify time limits and presumably wants all employment/dismissal history.
On my original application and CV, I did not list the job I was dismissed from and only listed my current employer.
So my query is whether to acknowledge my previous dismissal. If I am honest and detail my dismissal, I am unsure how this may affect the offer such as the job offer being rescinded or I dont acknowledge it in which case its a game of chance whether its discovered. Obviously if it is discovered and I have not declared it, I am aware this in itself would be a black flag and carry serious consequences.
Does anyone have any experience on the matter? While I feel I can explain the dismissal and my employment history since has been unblemished, I dont know if this would be an automatic disqualifying criteria by a third party screening company or not.
Any advice would be appreciated.
We use Hire Right as our Global Background Screening partner, I run a recruitment team, they don't usually ask for anything further back than 5 years.
Also if you have omitted they are unlikely to unearth, but if they do expect the bank to withdraw the offer based on mis-representation, banks are massivley risk averse to any form of dishonesty.
Also if you have omitted they are unlikely to unearth, but if they do expect the bank to withdraw the offer based on mis-representation, banks are massivley risk averse to any form of dishonesty.
Possibly not much comfort, but it's too late to change anything now. You've been "hired" based on the information you've already provided.
When I was working at a bank they decided to re-screen all contractors - about 12 people got let go after that exercise. One person because her original CV that she provided said that the had a Masters, all subsequent documentation was more accurate and said that she had done the masters course but not completed it. She was let go due to the problem with the original document and not the information she provided to the screening company.
Having said all of that, it's unlikely they'll go back that far. The important thing is that you don't do anything - if you do you will definitely make things worse.
When I was working at a bank they decided to re-screen all contractors - about 12 people got let go after that exercise. One person because her original CV that she provided said that the had a Masters, all subsequent documentation was more accurate and said that she had done the masters course but not completed it. She was let go due to the problem with the original document and not the information she provided to the screening company.
Having said all of that, it's unlikely they'll go back that far. The important thing is that you don't do anything - if you do you will definitely make things worse.
They will be working to either BS7858 or similar industry standard.
It will depend on the role you will be doing on how deep a screen they conduct.
Typically a screening will consist of:
Confirmation of name, address & date of birth
Check that the provided ID (passport/DL) are genuine and you.
Right to work in the UK
5 or 10 year career history verification - this is dependant on the employer's requirement for the role. 10yrs is typically very hard to confirm as businesses don't hold records or are no longer operational. The norm is 5 years.
Basic or advanced criminal record disclosure.
Financial Public Record check: CCJ’s, insolvency, bankruptcy, IVA's, directorships & address links.
Verification of any career gap in excess of 31 days (references will be needed to confirm what you doing during this time)
Education checks as appropriate.
Social media check for risk assessed roles.
It will depend on the role you will be doing on how deep a screen they conduct.
Typically a screening will consist of:
Confirmation of name, address & date of birth
Check that the provided ID (passport/DL) are genuine and you.
Right to work in the UK
5 or 10 year career history verification - this is dependant on the employer's requirement for the role. 10yrs is typically very hard to confirm as businesses don't hold records or are no longer operational. The norm is 5 years.
Basic or advanced criminal record disclosure.
Financial Public Record check: CCJ’s, insolvency, bankruptcy, IVA's, directorships & address links.
Verification of any career gap in excess of 31 days (references will be needed to confirm what you doing during this time)
Education checks as appropriate.
Social media check for risk assessed roles.
MeowTam said:
Im not sure on the technicalities of my dismissal, I was on a casual contract and cant recall the process of the dismissal or find any documentation from the time, Just recall being told after a sit down with a manager that I "was done"
My 2p.I've been screened by HireRight on a couple of occasions. They were useless on both and if I had something to hide I could easily have subverted the process - they took forever and through chasing and helping them find the right contacts/referees they ended up approaching the wrong companies and the wrong people several times on both occasions. Effectlively I ended up writing my own reference in a couple of instances.
But... as another poster has alluded; if you lie or obviously omit something you may get caught out in future. I've seen it happen too - often for something that would not have prevented the initial hire, but the concealment is taken much more seriously. It's similar to MoD or Police clearance... the issue isn't really what you have done, more if you hide it and leave yourself open to blackmail.
I also have two viewpoints on what I quoted above;
Firstly I am sure you recall WHY you were dismissed, why not tell us as it might give us a clue. Secondly if you were a "temp" through an agency (as you infer) the chances are there was no dismissal as such, just that you were let go as there was no more work. I'd like to think you'll be fine, but if you were embezzling the business / shagging the daughter of a boss who will bear a grudge YMMV.
MeowTam said:
thanks for the advice guys.
still seems a bit of a gamble of dont mention it and hope it doesnt come up or declaring it and hoping it is not an immediate disqualification.
If it's not the kind of thing you could forget (and by posting here I guess it isn't), I'd prefer to get my defence in early if there is a positive spin you an put on it.still seems a bit of a gamble of dont mention it and hope it doesnt come up or declaring it and hoping it is not an immediate disqualification.
Is your reason for dismissal in any way something that would make you unemployable in financial services?
MeowTam said:
The main query I have is regarding a previous dismissal. I was dismissed from a job back when I was 19/20 which was my first job (in the role for just over 2 years), I was young and dumb and in a role where looking back union representation was almost mandatory to survive and I was too naive to notice. Im not sure on the technicalities of my dismissal, I was on a casual contract and cant recall the process of the dismissal or find any documentation from the time, Just recall being told after a sit down with a manager that I "was done" and walked off the premises. So I am not sure if I was officially dismissed or casual contract terminated but going in the worst case that it was an official dismissal it would of fell under gross misconduct. This was now 8 years ago. .
I honestly wouldn't worry too much..... but how can you not remember the reason why you were fired??Of very little use to the OP but I got a job at a bank with a significant job being omitted from the c.v. This was in the US though, hence probably not much use. I had applied for a job previously and when I told them I had an updated version of my c.v. they said it did not matter.
it was not picked up in the background check though.
At a different company I worked for int eh US, they did not drug screen the UK new hires because they assumed they would all fail.
it was not picked up in the background check though.
At a different company I worked for int eh US, they did not drug screen the UK new hires because they assumed they would all fail.
Were you dismissed - or did you leave by mutual consent ?
Most banks take a similar philosophical approach - what you did in the past may be explained - however, if you lie to me today, you're toast.
If you've already submitted a response, then changing it will look bad
If you haven't, the answer all questions literally - if they ask for all employers ever, then list the employer & say mutual consent as the reason.
If they ask for 5 years then you're good.
They should ask for education - then you may be asked to explain any gaps.....
Most banks take a similar philosophical approach - what you did in the past may be explained - however, if you lie to me today, you're toast.
If you've already submitted a response, then changing it will look bad
If you haven't, the answer all questions literally - if they ask for all employers ever, then list the employer & say mutual consent as the reason.
If they ask for 5 years then you're good.
They should ask for education - then you may be asked to explain any gaps.....
UpTheIron said:
My 2p.
I've been screened by HireRight on a couple of occasions. They were useless on both and if I had something to hide I could easily have subverted the process - they took forever and through chasing and helping them find the right contacts/referees they ended up approaching the wrong companies and the wrong people several times on both occasions. Effectlively I ended up writing my own reference in a couple of instances.
But... as another poster has alluded; if you lie or obviously omit something you may get caught out in future. I've seen it happen too - often for something that would not have prevented the initial hire, but the concealment is taken much more seriously. It's similar to MoD or Police clearance... the issue isn't really what you have done, more if you hide it and leave yourself open to blackmail.
I also have two viewpoints on what I quoted above;
Firstly I am sure you recall WHY you were dismissed, why not tell us as it might give us a clue. Secondly if you were a "temp" through an agency (as you infer) the chances are there was no dismissal as such, just that you were let go as there was no more work. I'd like to think you'll be fine, but if you were embezzling the business / shagging the daughter of a boss who will bear a grudge YMMV.
the actual offence was wilful delay of mail (obvious company giveaway), I was directly employed by them but on a casual contract so its that aspect I cant recall if I was official dismissed or that my casual contract was ended. There's no disputing that I was sacked but rather in how it was done and what any records of it may say. I've been screened by HireRight on a couple of occasions. They were useless on both and if I had something to hide I could easily have subverted the process - they took forever and through chasing and helping them find the right contacts/referees they ended up approaching the wrong companies and the wrong people several times on both occasions. Effectlively I ended up writing my own reference in a couple of instances.
But... as another poster has alluded; if you lie or obviously omit something you may get caught out in future. I've seen it happen too - often for something that would not have prevented the initial hire, but the concealment is taken much more seriously. It's similar to MoD or Police clearance... the issue isn't really what you have done, more if you hide it and leave yourself open to blackmail.
I also have two viewpoints on what I quoted above;
Firstly I am sure you recall WHY you were dismissed, why not tell us as it might give us a clue. Secondly if you were a "temp" through an agency (as you infer) the chances are there was no dismissal as such, just that you were let go as there was no more work. I'd like to think you'll be fine, but if you were embezzling the business / shagging the daughter of a boss who will bear a grudge YMMV.
Do you have the company on your CV ?
My mate worked for a company for 2 years and his CV does not include that company.
It has something like
2001 to 2014 Company A
2015 to 2018 Company C
2018 to present Company D
He never mentions company B
When he applied for Company D He had to.put months down on the security form and say what he did in the Gaps.
From Jan 2014 to Dec 2015 he put that he had a spent the time on a private property investment project. (He was refurbishing his own house in the evenings and weekends)
He doesn't do social media so I don't know how you'd find out.
My mate worked for a company for 2 years and his CV does not include that company.
It has something like
2001 to 2014 Company A
2015 to 2018 Company C
2018 to present Company D
He never mentions company B
When he applied for Company D He had to.put months down on the security form and say what he did in the Gaps.
From Jan 2014 to Dec 2015 he put that he had a spent the time on a private property investment project. (He was refurbishing his own house in the evenings and weekends)
He doesn't do social media so I don't know how you'd find out.
Our company uses Hire Right and they dont do a good job at all and very slow and slack,one place i worked was a big financial institution and they wanted to check 5 years and my current role is also fintech company and they did 3 years
I dont think they do a 10 year check so you dont need to worry i guess...
Good luck
Gassing Station | Jobs & Employment Matters | Top of Page | What's New | My Stuff