© 2025 News On The Block. All rights reserved.
News on the Block is a trading name of Premier Property Media Ltd.
© 2025 News On The Block. All rights reserved.
News on the Block is a trading name of Premier Property Media Ltd.
You have been looking for a new Porter to replace someone who has been at your block for 15 years, you have found a candidate with a great CV who seems to have had sufficient experience in a block similar to yours - recruitment problem solved.
Three months pass and you notice that bank statements and bills are being sent to your block, addressed to the Porter who does not live in. Then a couple of bailiffs turn up in reception looking for him in connection with a £20,000 credit card debt, then, if that is not enough, the Police contact you and show you a picture of your Porter, only you do not recognise the name they call him.
These are all real incidents that have happened. Research shows that 71% of people lie on their CV.
In an office environment minor fibs on a CV might not lead to a calamity, but in your block you trust your Porter with access to your flats, including those of people who could be elderly or otherwise vulnerable. You need to make sure that you and your fellow residents can trust him, or her, 100%. The problem is that too many people trust what candidates put on their CVs without carrying out proper checks, many think that one or two copies of written references are sufficient.
All references should be verified by telephone; never rely solely on written ones, in this age of scanning and IT they are just too easy to fake. You should also consider a credit reference check, this is easy to do with the candidates permission; it allows you to see that they do not have suspiciously large debts, which could indicate a gambling or addiction problem. It also usefully confirms the candidates current and previous addresses on the electoral roll.
Many candidates may claim to be registered with the Security Industry Authority, valid membership is easy to verify on their website. Membership does screen for most, but not all, criminal records. If you feel that you must have a Criminal Records Disclosure, then do be aware that you should only request this if your Porter will have unsupervised access to vulnerable adults or children. One managing agent has featured in the media for allegedly unwarranted insistence on CRB checks, so tread carefully.
In addition to the above verification processes, you also have a statutory duty to ensure that your candidate is eligible to work in the UK and checks need to be made by you to satisfy this entitlement under the Nationality Act 2006. If you use an employment agency they are under no obligation to make these checks Whether you source staff directly or through a recruiter, knowing who your Porter really is, is not something that should be left to chance.