One of the questions which is found most on job application forms is about your employment history. Recruiters are interested in not only what you’ve been doing and where, but also in any gaps between your jobs. Many applicants tie themselves in knots trying to remember whether they started a new job in September or October, and their exact job titles. These minor details are less important, and employers are aware that a month or two discrepancy several years ago is not going to mean you have something to hide. But some candidates do try to hide something in their employment history. This could be anything from being sacked and having a period of unemployment before finding another position or being in prison rather than working at all. Employment history is one of the easier things to check, so it’s no surprise that employers are taking steps to check the backgrounds of many new workers, especially those recruited into management positions.
Advice for Candidates
If you are applying for a job, the key advice is always to be as honest as you can be about your employment history. It can be tempting to give yourself a bit more responsibility or claim that you were in a job a few months longer than you were to avoid the need to explain a gap. The problem with this is that if the fibs are detected, employers might start to question your honesty and in a competitive market with many other candidates in the running for the same job. If you have been working in the UK and paid tax through PAYE, logging into the tax system through the Government Gateway portal should have the information which the tax office holds about your employment history.
What Can Employers Check?
There is a common misconception that employers are not allowed to give a “bad” reference, but this is not strictly speaking true. Employers who give an opinion-led reference rather than sticking to the facts could be challenged in court if it could be proved that a poor reference led to an offer being withdrawn. However, if they have the paperwork to say that you were sacked for gross misconduct, they may choose to disclose that on a reference. Many employers choose to err on the side of caution and simply state the dates between which you were employed, and your job title.
How Far Back Do They Check?
In some sectors, security vetting requires a complete 5-year job history from applicants. In other sectors, it is standard to ask for a 3-to-5-year employment history, including an explanation of any gaps in your employment during that time. You may be asked to provide proof that you were studying, or travelling if this is what accounts for the gaps in education. It’s also up to the applicant whether they choose to disclose their previous salaries, as this information is typically not shared on a reference for reasons of confidentiality – companies don’t want their competitors to know what their workers earn.