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Providing information to an employer

Guidance on what information you should and shouldn't provide to a potential employer.

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Advice・Advice for safe job seeking・Providing information to an employer 

What information should I include on my CV?

Your Curriculum Vitae (CV) is an overview of your basic personal details, employment/academic history, including any qualifications gained, and is primarily used by employers to screen the suitability of a job seeker, and match to a job role.

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Whilst you will want to sell yourself and impress future employers/recruiters, too much personal information may lead to identity theft, where fraudsters can obtain your details, steal your identity, and spend your money, take out loans or buy goods in your name.

Your CV should be a maximum of two pages and should include your name, contact number, email address employment/academic history; qualifications gained where applicable and key skills/personal interests. This may be tailored, dependent on the job role to change the emphasis of information included.

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Remember, it is a summary – so NEVER include:  

  • Your Date of Birth

  • Your Full Address

  • Passport Number

  • Driving Licence Number

  • National Insurance Number

  • Marital status and number of children

  • Credit card or bank account numbers

  • Weight and height

  • Hair and eye colour
     

Employers may ask for other qualifications related to seeking employment, however, it is not normal for them to ask for information unrelated to seeking employment. To avoid identity theft, always verify the employer/recruiter that you are applying to, to ensure that they are who they claim to be.

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A simple check using Companies House, the internet or directory enquiries will further verify that they are who they claim they are; however you should your instincts – if it doesn’t feel right, or it is too good to be true, then consider reporting it to JobsAware.

  • Does the JobsAware initiative make a real difference?
    JobsAware are committed to making work-seeking safer for all. We do this by working with the industry (job boards, recruitment agencies etc.) to improve standards for work-seekers and non-permanent workers. Whilst the recruitment agencies and job board industries are typically in a competitive market, they agree that protecting the reputation of the sector and providing job-seekers with the confidence that tackling of fraud is a priority for a safer job search.
  • What makes individuals and organisations vulnerable to attack from employment fraud?
    For individuals, the risk often comes from giving too much personal information without clarifying why it is needed and how it is going to be used. Similarly for organisations, weaknesses in internal controls may be exploited.
  • What happens to victims of employment fraud?
    As with all frauds, the usual outcome is for the victim to lose or part with, money or personally identifiable data without getting any benefit. Victims may also experience a loss of trust and confidence in their job search.
  • Aren't the fraudsters always a step ahead?
    Fraudsters are always looking for a new opportunity, however the majority of threats are repeats of what has been tried before. The widespread sharing of experiences as well as immediate reporting will limit the opportunity for repeat actions and quickly disrupt any new attempts.
  • Are you sure rival companies can work constructively together?
    Yes - by removing the confrontational element and building on the mutual benefits obtained through cooperative action that JobsAware is promoting. It has already demonstrated that effective anti-fraud measures can be put in place quickly, without impacting commercial competitiveness; and protecting those looking for work.

What information do I need to provide to a potential employer/agency?

As part of your application you will be asked to provide a number of details to potential employers, including agencies. In addition to the list below, you may also be asked to provide further details which may be more specific for the role and/or the company you will be working for – this includes being placed onto a temporary assignment.

 

You will be asked to provide:

  • Evidence of your Right to Work in the UK – this will also include evidence of name change and any study requirements related to your visa

  • Evidence of your identity - Your Proof of Right to Work document may be enough, however you may be asked to provide an additional document to confirm either your Proof of Name, Proof of Address and/or further Photographic ID (e.g. Driving Licence, Passport)

  • Tax Details and Proof of National Insurance – this is to ensure your employer can make the correct Tax and National Insurance deductions

  • Name, Address, Contact Details

  • Previous employment/academic/voluntary work history – this includes any referee details

  • Evidence of qualifications/certificates, where relevant to the role

  • Evidence of registration/membership to professional bodies, where relevant to the role 

 

You may also be asked to provide (at any stage in the process):

  • Your Curriculum Vitae (CV) and a Covering Letter detailing your suitability for the role

  • Any health conditions or disabilities relevant to your application or detail of any reasonable adjustments you would like to be considered in relation to your application

  • Emergency contact details

  • Bank Details – for payment to be made once commence permanent/temporary role

 

If at any stage during the process you are concerned about the information you are being asked to provide, ask why the information is required and make your own enquiries as to whether this is legitimate request.

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As part of any recruitment process, you should not part with any money upfront that is requested for you to get the role that is on offer. However, in limited circumstances you may need to obtain certain certificates/qualifications e.g. a Criminal Record Disclosure Check (Disclosure and Barring Service (DBS), a Disclosure Scotland (DS) or Access Northern Ireland (Access NI)), a Driver Certificate of Professional Competence (Driver CPC), or a Construction Skills Certification Scheme (CSCS), all of which may be at your own cost.

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If you are requested to do so, please ensure you obtain these via a reputable organisation, and do not part with any money via a link you have been advised to use and appears to be suspicious. If you are still unsure of the authenticity of the request and/or the link you are advised to use, do not proceed as this may not be a legitimate request.

  • Does the JobsAware initiative make a real difference?
    JobsAware are committed to making work-seeking safer for all. We do this by working with the industry (job boards, recruitment agencies etc.) to improve standards for work-seekers and non-permanent workers. Whilst the recruitment agencies and job board industries are typically in a competitive market, they agree that protecting the reputation of the sector and providing job-seekers with the confidence that tackling of fraud is a priority for a safer job search.
  • What makes individuals and organisations vulnerable to attack from employment fraud?
    For individuals, the risk often comes from giving too much personal information without clarifying why it is needed and how it is going to be used. Similarly for organisations, weaknesses in internal controls may be exploited.
  • What happens to victims of employment fraud?
    As with all frauds, the usual outcome is for the victim to lose or part with, money or personally identifiable data without getting any benefit. Victims may also experience a loss of trust and confidence in their job search.
  • Aren't the fraudsters always a step ahead?
    Fraudsters are always looking for a new opportunity, however the majority of threats are repeats of what has been tried before. The widespread sharing of experiences as well as immediate reporting will limit the opportunity for repeat actions and quickly disrupt any new attempts.
  • Are you sure rival companies can work constructively together?
    Yes - by removing the confrontational element and building on the mutual benefits obtained through cooperative action that JobsAware is promoting. It has already demonstrated that effective anti-fraud measures can be put in place quickly, without impacting commercial competitiveness; and protecting those looking for work.

If you have seen potentially fraudulent activity, report now to keep others safe.

What can an employer request I do?

At the point you are offered a permanent or temporary role, your employer/agency should provide you with a document that sets out the following:

  • Job Title

  • Salary/Pay Rate

  • Hours of Work

  • Location

  • Tasks you are required to complete as part of your role – this may also include reference to ad hoc duties as required by your Line Manager

 

If you are asked to complete tasks that do not form part of your initial job role, you should discuss this with your employer and request a written change to your contract.

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If you are working through an agency and the end user client you have been assigned to requests you to complete tasks that have not been agreed in advance, you should inform your agency in the first instance who will then agree any changes on your behalf with the end user client, as this may result in a change of pay rate.

Do I have to complete any training before starting work?

This will depend on the role. Your employer/agency may offer to provide the training, and this may come in many different formats such as face to face, online or classroom based etc.

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Most employers do not charge for this type of training; however, they may include a clause in your contract that allows them to recover the cost if you leave their employment within a set period of time.

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Agencies may charge for providing training, if they do, they must provide you with a written document in advance confirming full details of this. This will include how this is to be paid for (payment upfront or deduction from wages) and what training you will receive as a result.

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If you are asked to pay for any training upfront, prior to commencing employment (this includes permanent or temporary roles), you should question this, as quite often there may not be a requirement to do this training before starting work.

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Where mandatory training is required, wherever possible you should negotiate with the employer/agency that the money is deducted from your wages or payable after you have started work under a mutual written agreement that does not take your earnings below the current National Minimum Wage or National Living Wage.

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If you are requested to make a payment directly to a Training Provider, you should always check this is a legitimate company by making your own enquires (not using the telephone numbers/emails you have been issued) and the payment details you have been given are indeed correct and you have not been deceived.

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The employer/agency may provide you with more than one training provider that they have agreed terms with and meet their minimum training requirements. 

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If you are still concerned, you should check with your employer/agency if you can obtain the training from another training provider, and that they will accept any certificates issued upon completion of the training.

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