Compliance Procedures

The UK's Fraud Prevention Service (CIFAS) published its research study (2005) on Employee Fraud, the findings include the following

All but two organisation's had experienced employee fraud
The largest actual loss was £1.3 million during the period January to September 2003
The largest potential loss was £3.8 million during the same period
The smaller organisations typically saw less than 10 employee fraud cases each in the period
The largest organisations typically saw between 50 and over 100 employee fraud cases each in the period
The largest organisations are dismissing over 100 staff a year each for employee fraud
Over 60% of those responding reported that the employee frauds they had uncovered involved collusion with people outside the company
Total losses are estimated to exceed £40 million and total dismissals to exceed 1,500 per annum but the figures could be much higher

CIFAS say that lack of employee recruitment checks and controls in some organisations lies at the heart of employee fraud. The research showed the importance of companies ensuring that the checks they carry out on potential employees are more rigorous than those they undertake when opening new accounts for customers. The research identified that best practice should include the following checks :

Confirmation of previous employment details, sometimes going back 10 years or more
Confirmation of all qualifications
Confirmation of identity (name and address)
Taking up references
Credit reference & fraud prevention checks
Checks of own internal database

CIFAS reported that :

'…temporary staff recruited via agencies to meet sudden work demands at short notice are not always subject to the same checks and controls…. some workshop participants reported this as a primary cause for concern'.

Miracles Limited comply with ALL the recommendations of CIFAS as they have the following Compliance procedures in place for ALL their candidates, both Permanent and Temporary:

Confirmation of previous employment details, sometimes going back 10 years but always going back a minimum of 5 years
Confirmation of all qualifications, originals of all relevant certificates are seen and scanned
Confirmation of identity (name and address) obtained via sight of a passport, driving licence or utility bill

References always taken up :

All candidates are reference checked back a minimum of five years.
Many candidates have additional references that were obtained at previous registration(s) - potentially this could be back 20 years
Those candidates who have left a position without a job to go to e.g. redundancy, re-location to the island etc will have their most recent employer contacted verbally in addition to obtaining a written reference. This practice is always followed unless their previous employer was a Bank or institution that will not make verbal contact regarding employees.
Some institutions only provide statement of service references, Miracles do their utmost to take up more detailed references wherever possible.

Credit reference & fraud prevention checks - if instructed by the client
Checks of own internal database are made to ascertain any problems that might have arisen during a previous registration

In addition, all Temporary and Permanent candidates are interviewed by professionally trained and qualified staff and Miracles Limited are members of the Recruitment & Employment Confederation whose Code of Practice can be seen at www.rec.uk.com. The REC states that :

Members should reach a clear understanding with the hirer on the obligations of both the member and hirer in respect of obtaining references for temporary/contract workers and candidates for permanent placements. When supplying temporary/contract workers members should endeavour to take up references as appropriate before providing them on assignment to hirers and should ensure that hirers are clearly informed if, for exceptional reasons, referees have not been contacted. When introducing candidates for permanent positions, members should ensure that hirers are clearly informed whether references have been obtained or whether this is the responsibility of the hirer. Where open references or testimonials are presented, members should take steps to verify the identify and reliance of the referee and wherever possible, obtain additional references.

On request from a hirer members should advise what steps were or have been taken to confirm the work seeker's identity and suitability, experience and qualification for the position in question, as appropriate.

Members will inform the hirer whenever they have not carried out a face to face interview prior to the hire interviewing or engaging the work seeker.

Miracles Limited Compliance Procedures are the best - you can trust us to provide only the finest candidates.