Making informed decisions about who you bring into your organisation is important. Especially in the highly competitive job market created by the pandemic. So, while employment background checks aren’t new, they’ve become a true cornerstone of the recruitment process, especially in the UK employment sector.
These checks offer valuable insights into a candidate’s qualifications, history, and suitability for a role. But what exactly do these checks entail? Are they just about verifying credentials, or is there more beneath the surface?
What Are Employment Background Checks?
Employment background checks are a series of investigations that employers conduct to verify the information job applicants provide and assess their suitability for a position. That’s why these checks are also known as pre-employment screening, background screening, or employment screening checkspre-employment screening, background screening, or employment screening checks.
Why Are Employment Background Checks Important?
Background checks are a vital part of the recruitment process for several reasons:
- Risk mitigation – They help employers identify risks associated with hiring a potential employee, such as a criminal record or fraudulent qualifications.
- Compliance – Many industries have specific legal requirements that mandate certain employment checks.
- Workplace safety – Thorough employment background checks contribute to creating a safer work environment for all employees.
- Quality of hires – By verifying qualifications and employment history, employers can ensure they hire genuinely qualified individuals.
- Protection of company assets – Background checks can help safeguard an organisation’s financial and intellectual property.
What Types of Background Checks Are Available in the UK?
Employers in the UK have access to various types of checks. The specific checks conducted may depend on the nature of the job, industry regulations, and the level of responsibility associated with the position. Here are some common types of pre-employment checks used in the UK:
Right to Work Checks
Right to work checks are mandatory for all employers in the UK. These checks verify that a candidate has the legal right to work in the country. Employers must check original documents that prove an individual’s right to work, such as a passport or residence permit.
Criminal Record Checks
Criminal record checks reveal information about an individual’s criminal history. In the UK, these are primarily conducted through the Disclosure and Barring Service (DBS). There are three levels of DBS checks:
- Basic DBS Check – Shows unspent convictions and conditional cautions.
- Standard DBS Check – Reveals spent and unspent convictions, cautions, reprimands, and final warnings.
- Enhanced DBS Check – Includes all information from a Standard check, plus any relevant information held by local police forces.
Enhanced criminal record checks are typically required for positions involving work with children or vulnerable groups.
Employment History Verification
This employment check involves contacting past employers to confirm the candidate’s employment history, including job titles, dates of employment, and reasons for leavingemployment check involves contacting past employers to confirm the candidate’s employment history, including job titles, dates of employment, and reasons for leaving. It helps identify any discrepancies in the information provided by the applicant.
Education and Qualification Checks
Education checks verify the academic qualifications and professional certifications claimed by the candidate. This may involve contacting educational institutions or professional bodies to confirm the authenticity of degrees, diplomas, or licenses.
Credit Checks
Employers may conduct credit checks for positions involving financial responsibilities to assess a candidate’s financial history and identify potential risks. This is common in financial services roles.
Social Media Checks
Some employers may review a candidate’s social media profiles to gain insights into their character and behaviour outside of worksocial media profiles to gain insights into their character and behaviour outside of work. These checks are becoming more common in modern employment screening.
Reference Checks
Contacting professional references provided by the candidate can offer valuable insights into their work ethic, skills, and performance in previous roles. This is an important part of vetting a potential employee.
How Do Employment Background Checks Work in the UK?
The background check process typically follows these steps:
- Obtain written consent – Employers must obtain written consent from the candidate before conducting any background checks.
- Determine necessary checks – Employers decide which types of checks are necessary based on the job role and industry requirements.
- Collect information – The employer gathers relevant information from the candidate, such as identification documents, job application details, and qualifications.
- Conduct checks – The employer or a third-party screening provider performs the necessary checks.
- Review results – The employer reviews the results of the background checks and assesses whether a candidate is suitable for the role.
- Make a decision – Based on the results and other factors, the employer decides whether to proceed with the job offer or withdraw a job offer.
What Legal Considerations Should Employers Be Aware Of?
When conducting pre-employment checks in the UK, employers must adhere to various laws and regulations:
Data Protection Act 2018 and GDPR
These laws govern how personal or financial information should be collected, processed, and storedpersonal or financial information should be collected, processed, and stored. Employers must ensure they have a lawful basis for processing personal data and inform candidates how their information will be used.
Rehabilitation of Offenders Act 1974
This act allows certain criminal convictions to become ‘spent’ after a specified period. Employers cannot discriminate against individuals with spent convictions unless the role is exempt from the act.
Equality Act 2010
This legislation protects individuals from discrimination based on protected characteristics. Employers must ensure their background checking processes do not unfairly disadvantage any group and promote equal opportunities.
Employment Rights Act 1996
This act outlines employees’ rights and employers’ responsibilities, including those related to recruitment and hiring practicesrecruitment and hiring practices.
What Are the Best Practices for Conducting Employment Background Checks?
To ensure a fair and effective background checking process, employers should consider the following best practice guidelines:
- Create a comprehensive employment screening policy that outlines the checks required for different roles.
- Apply the same level of scrutiny to all candidates to avoid discrimination claims.
- Clearly communicate to candidates what checks are conducted and obtain their written consent.
- Use a reputable provider with expertise in pre-employment screening checks.
- Conduct only those checks relevant to the type of job.
- If checks reveal something negative, allow candidates to explain or provide context.
- Ensure confidentiality of all information obtained and share it only on a need-to-know basis.
- Review your employment checks periodically to remain compliant.
How Can Advanced Vetting Help with Employment Background Checks?
Advanced Vetting specialises in providing comprehensive pre-employment and employment background screening services tailored to meet the specific needs of UK businesses. Our expert team can assist you with:
- Conducting thorough and compliant background checks
- Navigating complex legal requirement and regulations
- Streamlining your recruitment process
- Mitigating hiring risks and ensuring suitability of candidates
Building a Strong Workforce Through Background Screening
Employment background checks are an essential component of the modern hiring process. They help employers make informed decisions, mitigate risks, and create safer work environments. By understanding the types of checks available, legal considerations, and best practices, organisations can implement effective background screening that supports long-term success.
Remember, the key to successful employment checks lies in balancing thorough screening with respect for candidate rights. With the right approach and expert support from specialists like Advanced Vetting, you can build a workforce of integrity and excellence. Contact us today.
