FOI Request Referencing Study

Request 101001456717

1) Do you request references for all of your new applicants or just for certain posts?  If only certain posts, please can you confirm the job roles in which you do not need references for?
2) If you need references for a new applicant, how many do you require, or how far back (in years) do you seek references for?
3) When a reference is received, do you verify its origin to ensure that it is real?
4) If yes to the above, how is verification undertaken?
5) Where verification is carried out, how long can this take? (an average per reference is sufficient.  A min – max time is also sufficient)
6) If a fake reference is discovered prior to the applicant beginning a role, would the application be terminated?
7) What would happen if a reference was discovered to be fake after the person had started their job?  Would this be a legal issue, or dealt with via your in-house procedures?
8) Have you received a fake reference in the last 2 years?
9) What is the name and email address of your Head/Director of Human Resources? (or equivalent Head of the department that deals with Workforce, Recruitment or People Services)

Response 10-04-2017

1) All job offers are subject to satisfactory references.

2)  One character and one employment

3) References are collated on our official Reference Request Forms.  These are distributed by us to the referee and for employment references require the referee to provide a company stamp on their completed form.

4)  Managers reviewing these forms would be checking the employment reference has the required signatory and company stamp

5)  1 min

6)  There would be an appropriate investigation in order to gather the facts and determine the impact on any offer made.  

7) This would be dealt with via internal procedures in the first instance.

8)  Not that we are aware of – don’t record centrally

9) Denise Whitworth

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