In the recruitment and hiring fields, two terms often come up: vetting and screening. While these processes share some similarities, they serve distinct purposes in ensuring organisations hire the right candidates.
Our comprehensive guide examines the nuances of vetting vs screening to help you understand their key differences and how they contribute to a comprehensive hiring process.
What Is Screening?
Screening is the first step in the recruitment process. It involves reviewing applications and CVs to see if candidates meet the basic qualifications for the role. Screening may include checks like:
- Qualification verification
- Employment history checks
- Right to work checks
The goal is to narrow down the pool to candidates who meet the essential criteria. Ultimately, screening saves the organisation time and resources.
How Does Screening Work?
The screening process typically includes these steps:
- Reviewing applications – HR professionals or hiring managers look through CVs to identify qualified candidates.
- Initial checks – Basic checks are completed. For example, verifying the right to work in the UK.
- Shortlisting – Candidates who meet the essential criteria are shortlisted.
- Preliminary assessments – Some organisations use automated systems or assessments to narrow the pool further.
What Is Vetting?
Vetting is a thorough process that follows screening. It involves investigating a candidate’s background, qualifications, and overall suitability for a role. This helps organisations better understand the candidate and ensures a more reliable hiring process, reducing the risk of bad hires.
What Does the Vetting Process Involve?
Vetting is more comprehensive and includes:
- Background checks – A detailed look at a candidate’s employment history, education, and qualifications.
- Criminal record checks – Criminal checks may be conducted, often through the Disclosure and Barring Service (DBS). It depends on the specific role.
- Reference checks – Employers often check references to learn about a candidate’s past work and performance.
- Financial checks – Credit checks may be required for roles with financial responsibilities.
- Education verification checks – Verifies academic and professional qualifications.
- Social media screening – Some employers review candidates’ online presence during vetting.
What Are the Key Differences Between Vetting and Screening?
While both vetting and screening are crucial components of the hiring process, they differ in several key aspects:
Depth of Investigation
Screening is a surface-level review, while vetting is a deeper, more detailed investigation. Vetting helps to fully understand a candidate’s background and suitability for a role.
Timing in the Recruitment Process
Screening happens early in the hiring process, usually before interviews. It’s useful for thinning out many candidates or selecting for lower-risk roles.
Vetting comes later when a candidate has passed the early stages. It’s best for high-responsibility roles or jobs requiring strict regulatory compliance. Positions involving sensitive information or vulnerable individuals also need vetting.
Resource Intensity
Screening is less resource-intensive and quicker to carry out. Vetting takes more time, effort, and sometimes financial investment.
Scope
Screening focuses on checking basic qualifications and suitability. Vetting goes deeper, examining a candidate’s background. This includes criminal checks and other sensitive areas.
Legal Implications
Vetting involves checks that carry legal risks, such as criminal record checks. These checks have more serious legal implications than screening.
Why Is Understanding the Difference Between Vetting and Screening Important?
Understanding the difference between vetting and screening is important for several reasons. It helps organisations use their resources wisely. They can allocate their time and effort where it’s needed most. Knowing when to screen and when to vet also ensures compliance with legal and regulatory requirements. Proper vetting reduces risks, such as legal issues or reputational damage. With a clear understanding of both processes, organisations can make their hiring process more efficient and effective.
How Can Organisations Optimise Their Screening and Vetting Processes?
Organisations can start by creating clear policies that define when to screen and when to vet. Using technology, such as automated systems, can help streamline screening. Customising criteria for different job roles ensures the right checks are in place. Staying up-to-date with legal and regulatory requirements is key to ensuring compliance. Balancing thoroughness with efficiency helps maintain a smooth hiring process. Finally, using an integrated platform for screening and vetting can make the process more seamless and effective.
What Role Does Advanced Vetting Play in the Screening and Vetting Process?
At Advanced Vetting, we know how crucial screening and vetting are to the hiring process. Our services support organisations from the initial screening phase to in-depth vetting. We offer customised pre-employment screening and comprehensive vetting services, including background checks, employment verification, and criminal record checks.
We also ensure compliance with UK legal requirements, using advanced technology to make processes more efficient. Our global reach allows us to conduct international checks. Contact us today to get started with your screening and vetting processes
