Reportedly, the force did not obtain references for up to 18 months from 2020. Some references were obtained retrospectively, but in many cases, they were never chased up, according to the newspaper report, published on 23 February.
Many of the new recruits were reported to have been hired after the kidnapping and murder of Sarah Everard in 2021, by Met Police officer Wayne Couzens.
Chloe Dickenson, compliance manager at recruitment firm, Sellick Partnership, emphasised the benefits of investing in rigorous vetting and compliance processes.
She told HR magazine: “Strengthening vetting processes means ensuring consistency, keeping up with legislative changes, and embedding compliance into every stage of the recruitment process.
“Investing in rigorous compliance upfront ultimately protects businesses and ensures that the right people are in the right roles.”
Poor recruitment processes can also have a significant impact on the wider workforce, which can affect both employer reputation and productivity, according to John Matthews, commercial manager at identity verification app, Yoti.
Speaking to HR magazine, he said that inadequate vetting "increases the risk of identity fraud and may result in hiring individuals who are not fully qualified or authorised to work".
He added: “Such lapses can undermine trust in the recruitment process and even expose the organisation to legal liabilities. Over time, these issues can erode morale and productivity, ultimately affecting the organisation’s reputation and overall efficiency.”
The decision to waive reference checks or to obtain them retrospectively was made by Clare Davies, the Met’s HR chief in early 2020, according to The Sunday Times. The decision followed Boris Johnson’s government wanting police forces across the UK to hire 20,000 additional officers over three years.
The Metropolitan Police was told to recruit 4,500 new officers but only managed to hire 3,468.
Read more: How HR can manage the January recruitment boom
HR can enhance the vetting and recruitment processes that are already in place, rather than introducing new ones, according to Luke Shipley, CEO of employee background check platform, Zinc.
He told HR magazine: “One way to achieve this is by strengthening automation within background checks, speeding up reference verification and right-to-work checks, and reducing hiring delays while maintaining accuracy.
“It is also crucial for HR teams to routinely audit vetting policies, to help ensure compliance with evolving regulations and identify any gaps or inefficiencies.”
It is important to train hiring managers and HR teams on bias reduction and best practice in order encourage fairness and consistency, Shipley added, stating that HR professionals should take the time to build communication with candidates.
Read more: False references: How concerned should employers be?
He said: “Improving communication with candidates about the vetting process fosters transparency and trust, reducing friction in hiring while upholding rigorous standards.
“By continuously reviewing and refining procedures, HR can enhance the effectiveness of existing vetting systems without the need for a complete overhaul.”
