LAW firm Latimer Hinks is warning businesses to check their recruitment procedures to avoid being hit by the latest discrimination scam.

Nick Poole, a partner at the Darlington law firm, said one of the lesser known threats to businesses was that of people who make false applications for employment - with the sole intention of bringing a discrimination claim against the employer.

He said although cases were uncommon, they were on the increase and there were a number of career applicants known to various employment tribunals because they made repeat claims.

The career applicants have some form of disability, gender reassignment, gender discrimination or are from ethnic communities.

And with the introduction of sexual orientation and religious beliefs discrimination laws last year, such claims are likely to increase.

Mr Poole said: "The most worrying aspect of this is that it is so simple.

"The individuals involved make duplicate applications to employers with identical experience and qualifications.

"One key change is then made, for example one has a false British name and the other identifies the applicant as having a non-British nationality.

"The applications are then sent off, using different formats and typeface.

"If an unsuspecting employer selects only the British application, the career applicant may then be able to establish a successful race discrimination claim for non-selection for interview on discriminatory grounds.

"If the applicant's claim is successful, a tribunal would probably award compensation equal to the wages the applicant would have received in the job for a period of time that is considered reasonable for them to find work, generally seen as three to six months.

"The prospective employer would also have to compensate for injury to feelings, which could see an award of up to £5,000."

Mr Poole advised companies to:

* Avoid relying only on CV applications. Ask applicants to complete a standard form which allows objective comparisons of the different applicants;

* Have clear selection criteria for determining who will receive interviews and who will be rejected. This can be used alongside the information on the application form, ensuring applicants are treated on non-discriminatory grounds;

* Ensure the selection process is documented. Send letters to applicants explaining why they have been selected or rejected for interview;

* Introduce an equal opportunities policy and confirm it in job advertisements.

Mr Poole added: "However you feel about career applicants, it is important to ensure that recruitment procedures safeguard against such claims. It could save both money and reputation in the long run if done properly."