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Verifile, an HR technology company and leading provider of global employee screening and background checks for HR and talent acquisition, wins the King’s Award for International Trade achieving over 100% total growth in overseas sales across a three year period.

This is Verifile’s second King’s Award for Enterprise in recognition of yet another period of outstanding growth.

Verifile, the HR tech specialist, carries out hundreds of thousands of background checks every year for the UK government as well as top private sector firms worldwide and this latest royal seal of approval follows the company’s first Queen’s Award for Enterprise received in 2019.

Verifile has demonstrated significant growth in exports of its industry leading background checks thanks to its ability to adapt to the ever changing needs of the global employee fraud and security landscape, and it’s this business success that has earned the company the prestigious King’s Award.

Eyal Ben-Cohen, Founder and CEO of Verifile, said: “Winning the Queen’s Award for Enterprise in 2019 was a huge honour for everyone at Verifile so to now win a King’s Award for Enterprise five years later and extend our royal seal of approval is testament to our commitment to combatting fraud and improving the safety and security of businesses all over the world.

“Our screening solutions are relied upon by companies to protect their business operations, employees, and potential candidates and this is at the heart of everything we do at Verifile. We have been able to grow the business and deliver sustained eight years of growth in an extremely challenging economic climate, including a global pandemic and Brexit, so to be recognised for this achievement means a great deal to everyone at Verifile.”

Nick Kier is a Deputy Lieutenant and Chair of the panel for The King’s Awards for Enterprise in Bedfordshire. Nick said: “Winning a King’s Award for Enterprise in International Trade for a second time is a considerable achievement and I would like to congratulate everyone at Verifile on yet again winning the highest business award available. In business terms it is the equivalent of winning an MBE.

“In order to even apply, yet alone win, Verifile needed to demonstrate three consecutive years of outstanding growth in international trade, no mean feat with today’s financial uncertainty. Yet, winning the King’s Award shows that Verifile has been able not only to weather the economic storms, but steer the ship across smooth waters to grow its business and achieve a total of eight years of significant growth.”

The King’s Awards for Enterprise, previously known as The Queen’s Awards for Enterprise, were renamed last year to reflect His Majesty The King’s desire to continue the legacy of HM Queen Elizabeth II’s by recognising outstanding UK businesses. The Award programme, now in its 58th year, is the most prestigious business award in the country, with successful businesses able to use the esteemed King’s Award emblem for the next five years.

About Verifile

Verifile is on a mission to make the world a more honest and safer place. The company exists to empower businesses to make fully informed decisions quickly and efficiently by combining accurate

data with a human touch. Verifile believes in a world in which honesty and openness prevail and champions truth and accuracy. This ethos is the driving force behind Verifile.

Powered by Verifile’s own specialist background screening software as a service platform, the company specialises in employee screening and background checks helping businesses all over the world combat fraud and protect their business operations, employees, and customers.

Verifile’s technology delivers highest standard of accuracy with 96% of Verifile’s reference checks are returned with a response from a valid source compared to an industry average of 60-80%.

Headquartered in Bedford, England, Verifile has a team of over 160 highly qualified experts, supporting HR and talent acquisition professionals with the recruitment process and beyond.

Verifile was founded by Cranfield University entrepreneur of the year Eyal Ben Cohen because of two unconnected events that would highlight a problem not currently being solved.

In 2003, a driver working for Brinks Israel, the armed security providers, made off with nearly five million shekels. The driver, Saguy Unger, had used a false identity to get the job at Brinks just two weeks earlier, masking the fact he had a criminal record. Brinks’ alleged sophisticated pre-employment screening techniques had failed because the obvious first step of checking Unger’s identity had been overlooked.

Days later, also in Israel, Eyal Ben Cohen was preparing to move to England to begin studying for an MBA at Cranfield University requiring him to change the address on his identity card. This seemingly simple process saw him standing in line for three hours. The combination of the two events got Eyal thinking; the scrutiny and bureaucracy involved with a simple change of address versus the lack of attention paid to a recruitment process which allowed someone to commit armed robbery.

And so, the idea for Verifile was born, and, while studying for his MBA at Cranfield University, Eyal set about turning theory into reality – in the shape of Verifile.

Introduction

In a move that has rippled across the UK job market, legislation enacted in February 2024 has significantly increased the stakes for employers. The maximum civil penalty for companies found employing illegal workers has surged to a staggering £60,000 per worker. This legislative change underscores the government's firm stance on illegal employment and its commitment to enforcing immigration laws more rigorously.

Understanding the Legislation

This legislative revision is not just a number change; it's a clear signal to employers about the importance of compliance in their hiring practices. With the penalty now doubled, the financial repercussions for non-compliance are more severe than ever. It's a wake-up call for businesses to scrutinize their employment verification processes and ensure they are beyond reproach.

In this context, it's worth noting the broader framework of this legislation, which aligns with the government's intensified efforts to combat illegal migration and employment. The Home Office has been clear about its strategy to deter illegal employment as a critical component of its immigration policy, aiming to create a fairer and more compliant job market.

The Share Code System: A Closer Look

In tandem with this legislative update, we seize the opportunity to delve into the nuances of the Share Code system — a pivotal tool in the employment verification process. 

What is a Share Code? A Share Code is a digital code provided by the UK government that allows employers to check a potential hire's right to work or rent status online.

Share Codes, which are accessible for a mere 90 days from their generation date, are critical for employers to verify the right to work status of their potential hires.

Recent Updates to Share Code Reports

Recent adjustments to how Share Code reports reflect a candidate's right to work, particularly for students, have made these documents even more crucial. Not every student visa holder is granted the same work rights, with some facing stringent restrictions. Employers must now pay closer attention to these reports to understand the specific conditions applied to each candidate, especially those on student visas contemplating a shift to Skilled Work or Graduate routes.

What Employers Need to Know

The recruitment landscape is fraught with pitfalls for the unwary. Employers must not only inquire about a candidate's right to work but also understand the type of visa and any associated restrictions. The Share Code report emerges as the first line of defence in ascertaining these details. However, it's the nuances—like the distinction between full-time permanent and part-time contracts—that demand careful consideration to navigate successfully.
 

Statutory Excuse: A Safety Net with Conditions

The concept of a "Statutory Excuse" offers employers a degree of protection against penalties, but it comes with its own set of strict requirements. From retaining clear copies of online right to work checks to ensuring all manual and digital checks are meticulously recorded, the pathway to securing a statutory excuse is narrow and winding.

To bolster the statutory excuse process, the recent legislative changes emphasize the importance of adhering to prescribed right to work checks. Employers are encouraged to utilize the digital verification options provided by the government, which offer a more streamlined and secure method of compliance.
 

The Perils of Non-Compliance

The consequences of failing to adhere to these stringent verification processes are dire. Employers found lacking in their diligence, whether through inadequate checks or employing individuals clearly ineligible to work, will find themselves without a statutory excuse and facing hefty penalties.

It's critical to understand that these enhanced penalties are part of a larger government effort to ensure a compliant and secure employment landscape. By stiffening the penalties, the aim is to deter employers from neglecting their legal responsibilities, thereby reducing the incidence of illegal working in the UK.
 

Conclusion: The Path Forward

In this ever-evolving legal and regulatory landscape, the importance of staying informed and vigilant cannot be overstated. Navigating these changes requires a keen understanding of the law, a meticulous approach to employment verification, and a commitment to compliance. 

We recognise the immense pressure HR professionals face, balancing the demand for meticulous compliance with the realities of a busy, stressful work environment. The path forward may seem daunting, but you are not alone in navigating these waters. Here’s how to stay afloat:

Utilise Resources: Verifile’s services are invaluable allies in ensuring compliance. They offer tools, guidance, and expertise to simplify the verification process.

Leverage Technology: Digital verification methods, including the Share Code system, streamline the right to work checks. Embrace these technologies to reduce manual workload and mitigate the risk of errors.

Educate Your Team: Regular training sessions on immigration laws and right to work checks can empower your HR team. Knowledge is a powerful tool in preventing non-compliance.

Prioritise Well-Being: Remember, taking care of your HR team’s well-being is just as important as compliance. Encourage a culture of support, open communication, and reasonable workloads to maintain morale and efficiency.

In closing, while the responsibilities may seem overwhelming, support systems and resources are in place to guide you through. By embracing these tools and fostering a supportive work environment, you can navigate these new legislative waters with confidence and compliance.

In the shadowy corners of the job market, a sinister trend is emerging with a force that can no longer be ignored. The recent case of a former manager from Letchworth Garden City, who exploited fake references to avoid imprisonment after committing £60,000 Covid grant fraud, has cast a spotlight on the murky world of deceit in professional environments. This incident not only underscores the audacity of such acts but also begs a larger question: How far will people go to deceive, and what can be done to stem the tide?

A Tale of Deception

Christopher Andoh-Wilson's story reads like a modern-day cautionary tale. By fabricating references, including one allegedly from the Mayor of Luton, Andoh-Wilson attempted to weave a web of lies around the legal system to lessen his punishment. This wasn't just about bending the truth; it was an orchestrated attempt to manipulate the system for personal gain. The audacity of using one's mother to impersonate a public official and producing a fake reference from a former employer speaks volumes about the lengths to which individuals are willing to go.

It's important to note that these fake references were not created for employment purposes but were instead aimed at deceiving the court, highlighting the extreme lengths people will go to for personal gain. This suggests that employers could be much softer targets, especially if they rely on verification processes based on candidates' nominated referees, who could be fictitious or complicit.

The Risk in References

The implications of fake references extend far beyond individual cases of fraud. They pose a systemic risk to the integrity of hiring processes and, by extension, the workplace environment itself. When references are no longer reliable, the foundation of trust that employment relationships are built on starts to crumble. It's a wake-up call for organisations and verification agencies to reassess their approach to vetting candidates.

Verifile's Vigilance

In response to these challenges, Verifile champions a rigorous verification process that scrutinises the legitimacy of references at their core. Unlike the cursory checks that have become the norm in some quarters, Verifile's approach delves deeper, ensuring that the source of a reference is authorized and legitimate. This meticulous method not only uncovers deceit but also reinforces the value of thoroughness in the screening process.

We've previously discussed the challenges of identity discrepancies and "alibi mills," emphasising the importance of being attuned to anomalies that could indicate deceit. Recognising these signs early in the application process can prevent problematic hires from becoming entrenched within a business.

Navigating the Minefield

Yet, the question remains: How can employers navigate this minefield? The answer lies in a combination of vigilance, technology, and a commitment to ethical hiring practices. Employers must be willing to look beyond the surface, leveraging technology to cross-verify information and maintaining a keen eye for discrepancies that might hint at deception.

Exploring "fake references" online reveals troubling insights, such as a Reddit thread advising on how to fabricate references for job applications. Suggestions include claiming employment at non-existent startups or businesses that have closed down, using obituary notices to cite unverifiable employment, and providing contact details of friends or family as fake employers. These strategies highlight the challenges employers face in distinguishing genuine candidates from those presenting false narratives.

A Call to Action 

The fight against fake references is not just about catching the culprits; it's about creating a culture of honesty and integrity in the professional world. It's a call to action for employers, verification agencies, and job seekers alike to uphold the principles of transparency and truthfulness.
 
As we move forward, let's take the lessons learned from the case of Christopher Andoh-Wilson as a reminder of the importance of integrity in our professional lives. Let's work together to ensure that the job market remains a place where merit and honesty prevail, not deception and fraud.
 
In the end, the true measure of our professional environment will be determined by our collective willingness to confront and overcome the challenges posed by those who seek to undermine it. It's a challenge we must accept with vigilance and determination.

Strategies for Mitigating the Risk of Fake References

Comprehensive Verification Process: Employers and verification agencies must adopt a thorough and methodical approach to reference checks. This involves verifying the legitimacy of the organisation and ensuring that the person providing the reference is authorised to do so.
 
Critical Analysis: Look beyond the surface of references. Analyse the content for consistency, accuracy, and authenticity. Pay attention to details that might signal a reference is fabricated, such as inconsistencies in dates, job titles, and responsibilities.
 
Technology Utilisation: Leverage technology to cross-verify information. Social media, professional networking sites, and public records can provide additional insights and help confirm the authenticity of the information provided.
 
Education and Awareness: Educate hiring managers and HR professionals on the signs of fake references and the importance of a diligent verification process. Awareness can empower individuals involved in the hiring process to approach references with a critical eye.
 
In conclusion, the fight against fake references and other forms of employment fraud is ongoing. It requires a multifaceted approach that combines technology, rigorous processes, and a culture of integrity and transparency. By adopting such strategies, employers and verification agencies can better safeguard against deceit, ensuring that their hiring decisions are based on accurate and truthful information.