A former employer does not respond. A referee has moved to another organisation. The job title on a CV differs from the title in a reference. Each situation raises a different question. An unanswered request alone does not establish that the employment was invented.
For Kenyan employers, a useful next step is to identify exactly what remains unverified before deciding what further checking is relevant. This checklist helps you prepare that discussion without turning a gap in information into a conclusion about a candidate.
Chat with LY on WhatsApp about a background-check enquiry. Start with the role and a short general description.
1. Describe the gap precisely
Avoid a broad note such as “reference failed”. Instead, record the particular point and what happened when it was checked. These descriptions mean different things:
- No response: the proposed source has not answered the request.
- Incomplete information: a detail needed to identify the employment period or appropriate source is missing.
- Conflicting information: two sources give different answers to the same question.
- Outside the source’s knowledge: the person contacted cannot confirm the detail being asked about.
Keep these categories separate. A reply confirming dates does not automatically confirm duties, performance or the reason someone left.
2. Match the question to the source
Consider what the proposed referee could reasonably know. A former line manager may describe responsibilities, while an organisation’s personnel office may be the appropriate place to discuss recorded employment dates. A personal acquaintance is a different kind of reference.
Before sharing candidate information, agree the checking scope, the appropriate contact route and the permissions needed. Do not assume that an address supplied in an application is sufficient on its own to establish the identity or authority of the source.
3. Keep a short verification log
A simple log helps the person reviewing the recruitment decision see what is supported and what remains open. Use one entry for each question:
- The specific detail to be confirmed.
- The source approached and why it was relevant.
- The date of the request and any response.
- What the response actually confirmed.
- What remains unknown or needs clarification.
- The next agreed action and who will review it.
Record factual wording rather than a suspicion label. Limit access to the people who need the information for the recruitment process.
4. Ask a focused clarification question
A useful follow-up asks about the identified gap: “Was the role recorded under a different title?” or “Which office holds the employment record for that period?” Keep the question relevant to the role being recruited.
Fictional illustration: a CV says “customer service lead” and a reference says “service coordinator”. Record the two descriptions and ask whether they refer to the same duties and period. The difference in wording alone does not answer that question. This illustration is not an LY client case.
5. Request a clear statement of limitations
Before commissioning further work, ask which questions the proposed check will address, which sources may be considered and how unsuccessful verification attempts will be recorded. A report should make it possible to distinguish confirmed information from explanations supplied by a candidate and matters that remain unresolved.
Do not treat a broad “clear” label as a substitute for understanding the actual scope. Equally, a limited result should not be stretched into an allegation that the evidence does not support.
Prepare your enquiry to LY
LY’s background-check services include previous-employment and professional-referee checks. For an initial discussion, prepare the type of role, the precise detail you want clarified, the general service location and any deadline you need to discuss.
There is no need to start by sending identity documents or a complete candidate file. Ask which information is necessary and how it should be shared. Joseph reviews the proposed scope and quotation before any work is agreed.
Chat with LY on WhatsApp — 0750 637 056
Alternative telephone: 0141 861 126
Email: info@lyprivateinvestigators.com
The truth makes a difference.
Prepared with AI assistance as general client guidance. This article is not a finding about any individual or a case-specific assessment.