Security Clearance Becoming a Hurdle in Recruitment Process
March 1st, 2010
Job seekers should not be asked to disclose information about their security clearance at the time of job selection. The Cabinet Office states that this is against its guidelines; however, recruiters may request this information for short-term contracts or when hiring is necessary at short notice.
The issue of questioning job seekers about their security clearance was bought to the notice of the Professional Contractors Group (PCG), the Cabinet Office and the Recruitment and Employment Confederation (RCE).
The Directors of External Relations for REC, Mr. Tom Hadley, stated that certain contractual jobs may require an upfront security clearance. However, this cannot be the basis for providing employment. All jobs must be open to any candidate who wishes to apply, especially if the contractor or client can wait till the employee obtains the necessary clearance.
Mr. Hadley further stated that in some cases contractual workers are needed at short notice and in such cases the issue of security clearance may arise. The Director of External Relations of REC further urged recruiters and clients to avoid asking for the security clearance at the time of recruiting the candidate.
The Managing Director of PCG, John Brazier, stated that freelancers are facing difficulties in finding work owing to unfair demands for security clearance made by agencies. This is an issue for both the employee and the employer, because while candidates find it difficult to find work, contractors are restricted in the choice of candidates. This is also a breach of the guidelines laid down by the Cabinet Office.
For anyone involved in human resources management, training and development, the Chartered Institute of Professional Development is the body to refer to. Make sure your organisation is up to date with employment relations developments with CIPD courses run by the trainers and consultants at Workplace Law who have practical experience in the workplace as well as sound legal knowledge to successfully help employers to set their own organisation’s policies and procedures in context and to understand how to implement best practice in recruitmentand selection.
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