HireRight reports a steep rise in employment application fraud in the UK

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Over the last two years HireRight has witnessed a 49% increase in the number of applications containing at least one inaccuracy, with over half (52%) of all of the pre-employment background screenings conducted by HireRight in the UK and the rest of EMEA in the third quarter of 2012 uncovering falsehoods. This mirrors the findings of CIFAS, in the figures released from the CIFAS Staff Fraud Database earlier this week.

Areas that HireRight identified to be particularly vulnerable to résumé lies or embellishments in the last three months are professional qualifications (31% of checks contained discrepancies), education (27% of checks contained discrepancies) and employment history (27% of checks contained discrepancies).

The sharpest increase in the last two years has been in the amount of discrepancies relating to professional qualifications (118% rise) or ID documents (a staggering 382% rise).

HireRight believes the dramatic increases are due in part to an exceptionally competitive job market in a persistently challenging economic environment. Hoping to give themselves the best chance of standing out against other candidates, applicants are not always honest. The inaccuracies range from genuine mistakes on tenure dates, to embellished job titles and fabricated qualifications, through to deliberate concealment of dismissal reasons or even criminal records. However, as more and more employers adopt pre-employment background screening as an effective tool for ensuring appropriate recruitment and combating internal fraud risks, the dishonest candidates are revealed before they are hired and potentially cause damage to the business.

The HireRight Blog is provided for informational purposes only and should not be construed as legal advice. Any statutes or laws cited in this article should be read in their entirety. If you or your customers have questions concerning compliance and obligations under United States or International laws or regulations, we suggest that you address these directly with your legal department or outside counsel.

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