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That seems to be overstating their "failure" here. It seems that the person they actually interviewed may have been qualified, personable, and so forth. The pro
by NonNefarious 4y ago
That seems to be overstating their "failure" here. It seems that the person they actually interviewed may have been qualified, personable, and so forth. The problem is that a TOTALLY DIFFERENT PERSON showed up to work. How is that a failure in "vetting?"
I haven't been through a cold hire in a while (where I wasn't already known to the company), but I suppose the only solution is to demand photo ID and check online records as well. But I doubt many companies actually do this.
- michaelt 4y agoIn the UK, it's required by law to confirm the applicant has the right to work in the country [1] - which means checking photo ID, and confirming photos are the same across all documents and look like the applicant. If that hadn't been done, it's a failing of the hiring process. However, the ID check would usually be done by someone in HR after the hiring decision had been made, and exchanging photos of applicants is not the norm. So I suppose you could send someone competent to the tech interviews, and swap in the incompetent person at the ID check. [1] https://www.gov.uk/check-job-applicant-right-to-work https://www.gov.uk/check-job-applicant-right-to-work
- softveda 4y agoSame in Australia, atleast for professional jobs you will need to give your Passport or Citizenship Certificate for verification. https://immi.homeaffairs.gov.au/visas/employing-and-sponsoring-someone/hire-someone-in-australia https://immi.homeaffairs.gov.au/visas/employing-and-sponsori...
- NonNefarious 4y agoYeah, all of that is too late. The ID verification has to take place at INTERVIEW time, not later.