Unveiling the Power of Background Screening: Why It Matters to Employers


In today’s competitive business landscape, the success of an organization relies heavily on its workforce. Hiring the right employees who possess the necessary skills, integrity, and suitability for the job is paramount. This is where background screening emerges as a powerful tool for employers. In this blog post, we will delve into the importance of background screening, highlighting the key reasons why it matters to employers and the substantial impact it can have on their organizations.

Ensuring a Safe and Secure Work Environment:

One of the primary reasons background screening matters to employers is the assurance of a safe and secure work environment. By conducting comprehensive checks, employers can identify any potential risks, such as criminal records or fraudulent activity, that may pose a threat to the well-being of their employees, clients, and company assets. A thorough background screening process helps mitigate these risks and fosters a secure workplace for all.

Protecting Reputation and Brand Image:

A company’s reputation and brand image are invaluable assets. Employers understand that a single incident involving an employee with a questionable background can tarnish their reputation significantly. Background screening plays a pivotal role in safeguarding a company’s reputation by ensuring that individuals representing the organization possess a track record of ethical conduct and integrity. By employing individuals with a clean background, employers project a positive image to stakeholders and clients.

Mitigating Legal and Financial Risks:

Background screening serves as a crucial risk mitigation strategy for employers. Hiring individuals without a comprehensive understanding of their background can expose organizations to legal and financial risks. Negligent hiring lawsuits, employee misconduct, or non-compliance with industry regulations can result in substantial legal costs, damage to company finances, and even the potential loss of business opportunities. Background screening minimizes these risks by providing vital information to make informed hiring decisions.

Improving Quality of Hires:

Background screening significantly enhances the accuracy of hiring decisions and improves the overall quality of hires. By verifying applicants’ qualifications, employment history, and credentials, employers can ensure that candidates possess the necessary skills and experience to excel in their roles. Additionally, a comprehensive background screening process helps employers evaluate candidates’ honesty and integrity, aligning their values with those of the organization. This ultimately leads to higher employee productivity, job satisfaction, and reduced turnover rates.

Demonstrating Due Diligence and Compliance:

In an increasingly regulated business environment, employers must demonstrate due diligence and compliance with industry-specific regulations. Background screening is an essential aspect of meeting these obligations. By conducting thorough checks, employers can demonstrate that they have taken reasonable steps to ensure the suitability of their hires. This commitment to compliance strengthens relationships with clients, regulatory bodies, and other stakeholders, instilling confidence in the organization’s operations.

Protecting the Organization’s Culture and Values:

Maintaining a cohesive and values-driven corporate culture is vital for long-term success. Background screening plays a crucial role in protecting and preserving the organization’s culture and values. By hiring individuals who align with the company’s principles, employers can foster a positive work environment, teamwork, and shared values. Background screening helps ensure that potential hires share the organization’s commitment to ethical behavior, professionalism, and respect for others.

Background screening is a powerful tool that empowers employers to make informed hiring decisions and mitigate potential risks. From ensuring a safe work environment and protecting reputation to mitigating legal and financial risks, background screening plays a vital role in shaping the success and sustainability of organizations. By leveraging the power of background screening, employers can secure their workforce, make quality hires, comply with regulations, and foster a strong company culture. Ultimately, background screening is an investment in the long-term prosperity of an organization.

How to prepare for a background check

How to prepare for a background check

Background checks are becoming more and more frequent across all sectors of employment so no matter your role it is ever more likely that you will need to undergo a screening process.

In many cases the background check itself can directly impact whether you will be successful in your job application especially when looking into senior positions or positions that require a level of trust.

To ensure a reliability and comprehensive level of screening is completed many companies will now look to outsource this process to a trusted third party with an expert team such as the team here at The Background Checker.

The most important person in any of these checks is yourself as the potential candidate. We have included some further details below that may be useful.

Do your research

Make sure that you have double checked your own records such as formal documents from previous employers or email communications of start and end dates, this will allow you to provide accurate dates and have a good knowledge of the correct references that you can pass on.

This also allows you to cross check the dates you may have sat on an old CV or a LinkedIn profile as accuracy in this process is key.


Set expectations

If you are unsure on any elements such as specific dates or job titles it’s always best to explain this from the start so that you can set expectations and not mislead your future employer or the background checking company.

Going hand in hand with this element is also to provide details of any gaps such as prolonged holiday or career breaks so the knowledge is already on your submission and you won’t be chased for further details, therefore making the checking process faster and more efficient.



Any documents that would be required for your specific checks should be clearly requested upon your submission process these typically can be a proof of ID, right to work document and a proof of address. Other documents that may also be useful to have ready to provide would be education or professional qualification certificates as this can greatly assist in the screening process.



Be honest from the start. If you have anything that may appear from your past or present that you think an employer may look down on its often best to be honest and open from the start. For instance, it would be a smart choice to disclose any criminal records or CCJ’s – this will allow immediate decisions to be made if there is a specific no tolerance policy, however many companies will allow for these but this is on the basis that they are informed at the start of the process.


Social Media

With social media coming under more and more scrutiny from employers it is important to self-screen this or make elements private that you would not want a potential employer to see. If it is in the public domain then this can be used within the screening process.

The perfection is hard to come however with this guide you can take those first steps needed to create a fast and efficient process to complete your screening process.

If you would like any further information or advice prior to a screening process please do reach out to our team.

Employee Background Checks In The UK

Employee Background Checks In The UK

Employee background checks in the UK are commonplace. Making sure that the person you are hiring is the right fit for your business or organisation is essential these days. And a background check is a vital component of that. They can be the difference between a great employee and one that can be disastrous.

They can also help avoid financial loss and legal issues down the line. Employee background checks have become a permanent part of the hiring process around the UK, but vetting candidates can be a time-consuming task. That is why you should consider hiring us at Background Checker to take over the load.

Now, let’s look at how an employee Background Check can work in the UK:

Things That Show Up in a UK Background Check

Below are three levels of a background check, and they go to different depths which could be a good base to start or provide you with a framework to build your background screening package from. Here is what you can expect at each level:

  • Level 1:

Basic Criminal Disclosure

ID Validation

Right to Work

1-year Employment Verification

  • Level 2

Basic Criminal Disclosure

ID Validation

Right to Work

2 Employment Verification

Credit Report

Address Verification

Highest Qualification Certification

  • Level 3

Basic Criminal Disclosure

ID Validation

Right to Work

3-year Employment Verification

Credit Report

Address Verification

Highest Qualification Certification

Criminal Record Checks

An employment background check might also contain a criminal record check, though usually, you need to have a justifiable reason to run such a criminal record check on your candidates. On the other hand, you can also get us to run a Basic DBS check for you that can give you an overview of the criminal history of a person, such as if they have any unspent convictions.

Checks by Sector

Background checks in the UK also vary by sector, as is required by the law. For example, an FCA check is performed for those who are applying in the financial industry.

In aviation, there are specific checks done before giving an airside pass to an employee. And in the security industry, there are specific criminal record checks done to ensure that the person qualifies for the BS7858 standard.

General Data Protection Regulation (GDPR)

The GDPR applies to those who are citizens of countries in the EU, and as such, the GDPR works on protecting their information. Though the UK has left the European Union, UK employers still need to abide by GDPR rules.

That is why, if you are a UK employer, you will need to:

  • Have a justified reason to collect information on a potential candidate for a job. A reason must be stated, as you cannot collect it to keep it for the future.
  • For the data to be collected, permission is required from the candidate. Without consent, the collection of any data will be considered a breach of privacy. Consent may not be assumed.
  • The employee must have access to the data collected about them, and therefore should be stored in an accessible way.
  • All data collected should be stored securely to prevent any data breaches.

The need for an unbiased and completely transparent report on the person you could potentially hire is increasing day by day. The background checks are becoming more and more extensive, and this is only to make sure that you don’t hire the wrong person for your business or organisation.

And as businesses grow, the number of employees that a business needs to hire grows too. In this sense, it can become a hassle to run checks on each and every employee, and you might be wasting precious resources on such a thing when instead you could hire someone else to do it for you and focus those resources elsewhere.

Our services can help you in that regard as we aim to ensure that your hiring process is streamlined as much as possible. That is why Background Checker offers a whole host of checks that will ensure that you are hiring the right person for the job.

Employee background checks offered by Background Checker:

  • Credit Checks
  • Employment Verification
  • Education Verification
  • Personal Qualification Verification
  • Right to Work Verification
  • Identity Check
  • Criminal Check
  • Sanctions Check

And more available at your request.


If you are considering such a service, then you should choose Background Checker as your employment background screening partner in the UK. Our years of expertise in the field and experience allows us to offer you the appropriate services at the highest quality while keeping the rates affordable. So, contact us now, and we will get to work on providing so that you can hire without worry.

Background Checks For Financial Services: A Complete Guide For Employers In 2021

Background Checks For Financial Services A Complete Guide For Employers In 2021

The field of financial services is a highly sensitive one. Since one is handling the finances of many different people, there is a certain level of security that is required. The handling of sensitive information needs to be done carefully. Otherwise, the clients, their information, and their finances can come under threat of financial crimes.

Keeping this in mind, you have to make sure that every employee you hire is vetted properly and can be trusted. Because even one bad seed can cost you a lot of money and cause irreparable damage to the finances of your clients and your trust with those clients. This is where background checks come in. These financial background checks are absolutely vital to making sure that you are hiring the correct person for your organisation.

The financial services field requires background checks that are more extensive than normal background checks, and as such, more advanced kinds of screenings are done that explore a candidate’s background.

But before you consider hiring financial background checkers, let’s consider a routine background check and the kind of limitations that it has:

Routine Background Checks – The Limitations

Though there is some variation in background checks that vary across organisations, the main steps stay the same. Identity verification and criminal history checks are done to bring up any potential red flags that the candidate might have. But such a simple routine check is not enough. Since the candidate is looking for a job in the financial sector, then their educational credentials or licenses might need to be verified.

Credit Checks

A credit check is vital in the field of financial services, because if the candidate themselves is financially risk on a personal level, then how can you entrust them with the finances of your precious clients on a professional level. Credit checks can help minimise the risk of theft, fraud or embezzlement. A credit check can be vital to ensuring that you are hiring someone with a good financial instinct that you can trust.

Educational Credentials & License Check

Financial service jobs usually require specific certifications, licenses and degrees that allow the candidate to work in that position. And so, it makes sense to order checks that verify those credentials and licenses. A fake degree or forged license can have severe effects on the integrity of the work that your employee might do or even the capability to do any work altogether, and therefore affect the overall integrity of your entire organisation.

Other Checks

There are other kinds of screenings of an advanced nature that an employer can request for their candidate if you really want to go in-depth. Such as social media screening, international screening and such. These will give you a more in depth full view of the candidate and whether they will be a good fit for your organisation.

  • Social Media Screening

Any publicly available information on social media about your candidate that might be relevant to the position that they are applying for can be done through this.

  • International Screening

If your candidate has lived overseas in the past, then this check can give you a view into the general activity of their life in that country and see if it might affect their eligibility for the job.


The importance of the field and the kind of work done in it requires advanced checks specific for that field. The importance and sensitivity of the financial services field cannot be overstated. And you can’t afford to make a mistake in the hiring process. Advanced screening might seem like a hassle and will take more time than a routine check but the money that it will save you, in the long run, is more than worth it and most of all keep you and your organisation compliant.

If you are looking for financial background check services in the UK, then get in contact with our team of experts at Background Checker and we will help you out.

10 Essential Facts To Know About Background Screening

10 Essential Facts To Know About Background Screening

If you don’t know too much about background screening because you’ve never explored them too deeply, then this blog is for you. Background checking is important; though it can’t ensure that you are hiring the right person for the job, it can ensure that the person is at least a safe and verified option with the lowest level of risk.

Background checking might seem like a complicated concept, but it’s not. And to explain it, we have compiled a list of 10 important facts that you should know about so that you can make the best decision for your business or organisation when it comes to hiring a background checker service.

1. What is a DBS Check?

A Disclosure and Barring Service (DBS) check is used to analyse a person’s past. Their legal record, such as convictions, cautions or reprimands, are brought to light in a DBS check. There are three different levels of a DBS check; basic, standard and enhanced. The analysis depth of a DBS check is decided by the level of the DBS check ordered. In some circumstances, a DBS check is also run against adults barred or children’s barred list.

2. What’s the difference between a CRB and a DBS Check?

There is none. A CRB and DBS check is the same thing. The CRB term is considered outdated, and the DBS check is considered the updated term.

3. What are the different levels of DBS checks?

As mentioned, there are three levels of DBS checks. And the level of check ordered depends on the job and responsibilities in question. Here are the three levels of disclosure:

  1. Basic Level: This is a non-specific check available to anyone. A basic level check is usually used for couriers, license holders and others.
  2. Standard Level: Though subject to eligibility, this check is more in-depth, and it is used for people applying in the financial or legislative sector or similar.
  3. Enhanced Level: Also subject to eligibility, this is the highest level DBS check and is used to vet people who are applying to work in the security sector or with vulnerable people/children.

4. How long does it take to run a DBS check?

Though it depends on the level of check that you have requested, there is a certain timeframe for every level that you can expect your check to return in:

  • Five working days is the expected return date of 85% of all enhanced level disclosures submitted.
  • Five working days is the expected return date of 95% of all standard level disclosures submitted.
  • Ten working days is the expected return date of 80% of all basic level disclosures submitted.

5. Should my organisation consider screening its employees?

Though it used to depend on the kind of industry your business deals with, these days, it is recommended that all applications that you receive are put through at least a basic level of screening. As it can prove vital to securing the integrity of your business. Background checks allow you to clear out all the people from the candidate list that might have a negative impact on your business due to their legal, personal, or professional history.

6. Which jobs require a background check?

  • Educational sector jobs
  • Healthcare sector jobs
  • Government sector jobs
  • Financial service sector jobs
  • IT sector jobs
  • Child-care jobs

And more.

Though you can order a background check for just about any position in any industry, there are certain jobs or industries where at least a basic level of verification is required regarding the candidate’s past. Often this will be a contractual agreement for the specific position or specific to the companies hiring process for compliance purposes.

7. How long does a DBS check certificate last?

A DBS check isn’t permanent. And it is just an image of the person’ history up until the point when the check was requested. It is subject to change. Therefore, it can become outdated over time. As such, re-using or discarding a DBS check certificate is up to the employer. It is recommended to always request an up-to-date check.

8. Can I request a DBS check for myself?

Yes you can for a basic level check, however currently for the standard and enhanced check no, you cannot request a personal DBS check. They are designed to be requested by organisations and businesses for their hiring processes so that they can make the appropriate hiring decisions. As such, only the appropriate bodies can request suck checks.

9. Is social media searched in a DBS check?

No, not usually. These types of check would be a further in depth level of background screening process followed out to provide a higher level of information.

10. What happens if we find something that may be damaging to our company?

That is the time that you thank yourself for proceeding with a comprehensive background screening process. This information caught at the right time will not hold a level of risk to your organisation. The team here are on hand to offer first hand experience on how to proceed with certain information sourced in line with current laws and legislations.


Background checkers in the UK have become essential, and if you want to ensure that the candidates you are considering for a job are all safe options, then it is recommended you avail this option. So, contact us at Background Checker today, and let us handle the whole process for you.

Employment Screening – All You Need To Know About Right To Work Checks

Employment Screening – All You Need To Know About Right To Work Checks

The demand for skilled workers has been increasing for a long time, and it is predicted to surpass the supply in about a decade if current trends are maintained. The need to recruit and maintain the right kind of talent has become absolutely essential for every business. This talent shortage that we are suffering through has been accelerated due to the Covid-19 pandemic, which has affected the global population economically and socially.

All business sectors and industries have suffered due to the pandemic, but there are many sectors that could make a sharp comeback if the right employment practices are undertaken. In contrast, others might struggle if they don’t adapt. As the world changes, so do talent acquisition and retention practices. One way that enhances the efficiency of these practices is an employee background check, which allows employees to pick the right employees for their businesses. In this blog, we will look at a check that improves these acquisition and retention practices.

Right To Work Check – What Is It?

The concept of a right-to-work check is simple as it verifies documents that give an individual permission to work in the UK, as regulations from the Home Office allow it. As an employer, you need to make sure that any potential candidates that you might be considering from outside of the UK have a right to work within the UK. This check is not optional; it is a requirement, and failing to verify the right to work of a candidate and not having such a right can lead to a fine of up to £20,000. And in some cases, it can also lead to sanctions or your business being potentially closed.

Such a check, if carried out, can be used in the face of any liability claims that might be brought against you, as it means you will not receive any penalties should you (unknowingly) hire an illegal worker.

How Are Right To Work Checks Carried Out?

Manual Right To Work Checks

The first method is a manual check that you can do yourself, though this method is considered time-consuming and outdated. These are the steps that a manual check requires to be carried out.

  • Original versions of documents from the candidate.
  • Verifying the validity of the documents in the holder’s presence includes checking the expiry dates.
  • Obtaining and safely retaining a copy of said original documents with the date recorded.
  • Ensuring the safe containment of the data provided.

Online Right To Work Checks

The second method for checking the right to work is through online verification. This you can do by submitting an online form with the candidate’s permission. After a wait of five working days, you should be provided with a Positive Verification Notice (PVN) that gives you protection against liability claims for six months,

Online Share Codes

Candidates that have statuses like settled or pre-settled have online codes that you can ask for; these are known as online share codes that you can use to check if their right to work status is approved. This code needs to be used within 30 days of obtainment; otherwise, it will expire.

Date of birth and likeness verification is something that you will need to do yourself. And you will also need to verify the expiry dates on all relevant documents. Finally, you will also need to obtain an online PDF copy of this check you did and keep it in a secure place as this will also protect you against any liability claims for six months.

Know the Rules


There is a possibility that you might breach discrimination law should you somehow obstruct the candidate from availing every opportunity to prove their right to work. And they also reserve the right to refuse an online check, in which case you will have to go the manual route to check their right to work status.

Self-service checks

Your applicant tracking system also allows applicants to upload their documents themselves, though you still have to verify the submitted documents fully before moving on with the hiring process for that particular candidate. These documents still need to be checked in the presence of the candidate; otherwise, the check becomes invalid.

Outsourced suppliers

There are companies, such as The Background Checker, that perform these checks for you. All you need to do is send these documents to us, and we will verify on your behalf the right to work of these candidates in the UK. However, the original documents should still be given a final once-over by you. And we also offer other checks such as employment credit checks in the UK so that you are relieved of the burden of this duty.


Background checks for employment minimise the risk of the individual you are hiring causing you issues further down the line. So, contact The Background Checker, and we will get you started with the checks you require and ease the hiring process for your organisation.

What Are The Different Levels Of Criminal Checks?

What Are The Different Levels Of Criminal Checks

You must’ve heard of background screening and most likely have some basic knowledge of what it means to get a background check done. Background checks have become quite essential these days, especially if you are a recruitment agency. They can ensure that the person you are recruiting passes the background check and is safe to recruit. An industry standard is running a level of DBS check on a prospective hire or annually re-checking current employees. Not getting a DBS done can potentially lead to harmful circumstances.

In this blog, we’ve compiled a list of things you need to know about a background check:

What is a Criminal Check (DBS)?

It is known as a Disclosure and Barring Service Check (DBS Check). A DBS check is used to look into the history of a person. It is done to analyse their history and whether they have had any legal issues such as convictions.

DBS checks can also be run against lists such as adults or children’s barred lists, though that depends on what kind of job the person is applying for. Another thing that factors into a DBS check is soft intelligence. This is held by the police, and it may not necessarily mean records of a conviction or any public offence, but it can contain intelligence regarding the general activity or behaviour of a person that may affect whether they are suitable for a certain job.

Different Levels of Criminal Checks

There are three main levels of DBS checks that can be done. The level of the DBS check depends upon the requirements of the person or organisation asking for the check, as the job or opportunity they are being considered for can have different requirements.

Basic Level Disclosure

As the name says, this is a basic level check meaning that it is available to anyone who wants to get general information or certification about a person for any purpose. Any unspent sentences, reprimands or other cautions show up on a basic level disclosure. Though it does not disclose further information.

Standard Level Disclosure

Standard level disclosure is a bit more advanced as it discloses any spent and unspent sentences, reprimands and cautions. You can view past criminal history in detail. Though it won’t declare all of them, as there are certain convictions that have been termed protected under legislation introduced in 2013. These convictions will only be made available by request from an organisation under certain circumstances.

Enhanced Level Disclosure

This level of disclosure displays all spent and unspent sentences and convictions but it also goes a step further and also displays information held by the police, and as such, shows ‘regulated activity’ of the person in question.

DBS Check – How long does it take?

If you want to request a DBS check, then there is a timeframe for each check that you will need to wait out:

Basic Level Disclosure: The expected time for the return of a Basic DBS check is around 10 working days. This is the case for about 75-80% of the check applications they receive.

Standard Level Disclosure: The expected time for a Standard DBS check is around 5 working days. Over 95% of standard DBS checks are returned within this timeframe.

Enhanced Level Disclosure: The expected time for an Enhanced DBS check is around 5 working days with around 85-90% of checks returned within this timeframe.

There is a chance that a DBS check application may exceed the given timeframes; if it takes too long, we will mark it as a priority and deliver it as soon as possible.

Studies show that of all the CVs submitted to employers, over 60% of them contain information that is overblown, exaggerated or plain inaccurate. Though it is understandable to want to present oneself as better than they are, there are times when people lie about things on their CVs or don’t disclose them in the interview that can become a serious issue later on. Especially when a background check is done.

And so, to avoid these issues, the best way is to reach out to background checkers like us and get every person vetted and verified. If you really want to know who you are hiring, a background check is your only choice.


The importance of background checks in today’s recruitment culture can’t be understated. They can be the difference between a great employee and one that can harm your workspace or lead to a lawsuit. So, if you want a DBS check, then contact us at Background Checker and submit a DBS check application today!

What You Need to Know About Educational Verification Checks

Every business wants the perfect candidate for the jobs that they offer. Candidates know this and often attempt to present falsified information to secure the jobs. This can easily lead to a loss for the business. One area where candidates lie a lot is about their academic records and achievements.

This article shall address background checks related to education and why they are important for employers. Before we move on to the importance of educational background checks and education verification, let’s understand what it is.

What is Educational Verification?

To simply help you understand, it means that you check whether the academic achievements presented by the candidates are right or not. There are a lot of tricks and tactics people use to get themselves hired.

For instance, they’d attend a workshop at IVY league and claim that they did a Master’s degree from there. You’d go on to their social media and see their profile picture in an IVY league hoodie, and you’d think that they are right.

However, that’s a mistake and can soon prove to you that you made a wrong hiring decision. Education verification is necessary to help you avoid making hiring blunders.

Here are a few benefits of running these checks over candidates that can become potential employees:

You hire better

As an employer, your hiring strategy would be to get the best people for the job, right? You’d not want to hire someone who lies about their education.

When you run the candidates through a check, you can testify whether the person truly is as qualified as they claim. That way you can know exactly who you’ll have work for you. This also brings you peace of mind!

You protect your workplace

Professionals say that it’s better to hire someone less experienced than someone who is dishonest to get a job. That’s because skills can be learned, trust is hard to regain.

When you run an education verification check, you can easily see if a person is truthful or not. Someone who is dishonest can cause harm to the business and the workplace.

You save resources

Hiring the wrong candidate can be a significant loss to the company. Plus, running hiring processes isn’t a cheap feat. A lot of time and resources go into it and it all goes to waste if you end up with someone that wasn’t the right fit.

Running an educational verification check helps you know exactly what resource you’ll get. That way, your chances of making bad hiring decisions reduce significantly, and you make the most of your invested resources.

You identify the red flags

When you figure out that a candidate was dishonest on their CV, you can easily look out for other red flags as well. Because frankly, if someone is lying about their academic achievements, they may be being dishonest about other elements too.

The responsibility then lies upon you to get the candidate screened before you hire them.

A lot of times, the competence of a candidate overshadows their lacking. So it may happen that a candidate is a right fit even though they lied. But that’s a choice for you to make; however, knowing the complete picture helps you make more informed decisions.

You can make better offers

If you find great candidates that are truly what they claim to be, then you can be more confident with hiring them. This means that you can make them better offers and plan a future with them. That’s a great thing because retaining great employees is a challenge that many companies and businesses face.

Getting to know exactly who you’ll hire helps you get the best talent for the job.

Final Words

Running educational verification checks is essential for employers. It helps them make informed decisions. Plus, the best thing is that it helps save time and resources that are wasted with bad hiring decisions.

The benefits of these checks are numerous. Plus, you don’t even need to spend millions to get the processes done. All you need to do is hire the right background checking company to do the task for you.

Using the right Background Checking company is more of an investment than an expense because they help you find the right assets for your business.

5 Different Types of Background Checks Employers Should Perform

Having your candidates interviewed before hiring is great. You get to have an idea of what they bring to the table. You ask them questions and try and analyse whether they are the right fit for the position you offer. But the process comes with several limitations.

As an employer, you need to ensure that whoever steps through the door of your office isn’t a risk. That means you need to be cautious with a lot more things than just superficially assessing the candidate’s competence.

A third-party background checker can offer great services in this regard. Why? Because there’s a limit to how much you can know about a person. What’s their life and character outside of the interview is crucial to assess. By having some checks, you can have an idea of the type of person you’ll hire.

Here’s a list of background checks that you must consider running on a candidate before finalising their hiring:

Criminal History Check

You’d want to see if someone has some criminal record or not. You do this to try and develop a safe workspace for everyone. There’s no point in hiring a highly competent employee but who could end up being a danger to the staff.

A criminal check helps you assess how much of a threat a person is. Oftentimes it may happen that a person has a criminal record many years ago but are now ready to be a normal part of the community.

If you want to help them have this chance, then sure, that’s up to you. But as an employer, you shouldn’t be in the dark about a candidate’s past activity and have all the necessary information that’ll help you make informed decisions.

Employment Verification

You’d want to see a candidate’s professional past records. A lot of times, people will lie on their resumes to hide something that’s not worth sharing. However, as an employer, you must know the kind of professional record a person holds.

You must know the type of performance a candidate has maintained in the past. If there’s any gap period or something suspicious, then that can be found via employment verification. You may question the candidate and ask them for the justification, but as an employer, you must know their work history.

This check may not be relevant for junior level or entry-level resources but can help a lot when filling up for senior and managers level posts.

Education Verification

A diploma from a prestigious university isn’t equivalent to a professional degree. A lot of candidates spice up their educational achievements to make their CVs shiny and pompous. For instance, they’d attend a 6-week workshop in Harvard and mention it as something else.

As an employer, you must know the right educational achievements of your candidates. That way you can better assess who deserves the job. Those who lie about their educational records might pretend to be something that they are not.

That way, they can easily prove to be an incompetent resource and become a liability for your business than an asset.

Social Media Check

You must try and understand the personality of the person who’s likely to become your candidate. Doing a quick scan through their social media can help you understand their likes and dislikes. Some people may argue what does it matter what a person does in their personal life.

However, remember, the same rules and principles that a person applies to their lives shall come to your workplace. Seeing their interests can help you understand who you are hiring. For instance, if a person has shared a lot of drug-related posts, then you may need to observe caution while hiring them.

Or if they regularly enjoy dark humour, then that’s a red flag you need to factor in before hiring them.

Final Words

Employee background checks are an essential tool that helps employers make better candidate choices. While it is true that people shouldn’t always be judged based on their past, knowing their tendencies can help you have a better idea of who they are.

If you are an employer looking for Employment screening services in the UK, then contact us. We’ll help you with different background checks and help you refine your hiring process.

6 Things to Know About Employment Background Checks in the UK

Background checks are becoming an increasing necessity for employers. There are numerous benefits to this, and employers are increasingly recognizing the utility it brings. However, there are many misconceptions about background checks. For instance, some people think that background checking companies can hack into electronic devices to get information.

That’s false. There are several rules and restrictions that background checking companies have to follow. All that’s done is within the bounds of GDPR. This article shall communicate six things about background checks in the UK that everyone should know:

Some industries have made background checks mandatory

While these checks are an employer’s preference, some industries are making them mandatory. For instance, the security industry or the financial industry.

Primarily because these are sensitive industries, and getting resources without knowing their background can result in severe losses.

GDPR rules are laid out about storing employee data

Employers get a lot of applications, and they have to store the data for business use. The GDPR guidelines have been stated, which inks out the terms about how the data can be used. Here are the points to help you understand the rules better:

  • The company or business that stores the data is liable to protect it against any theft or data breach.
  • The data can’t be stored without the candidate’s consent.
  • The data can be requested by the candidate.
  • The employer must have a legit reason to store the information.

A security check cannot be requested for individuals that’d like to have the data for personal use

According to the law, security checks can only be requested by employers. This is

because they’d like to figure out who they are hiring and prevent making wrong hiring decisions. However, this information cannot be requested for personal interests as it can be used for unethical purposes.

Individuals may have personal grudges with other people. If this rule wasn’t in place then people in power could easily abuse their position to cause harm to someone. While it makes complete sense for businesses to ensure that they don’t hire a wrong resource, it doesn’t make much sense to allow security checks for individual gains.

The costs of background checks vary depending upon their type

Not all background checks are the same. And not all of them are done for the same purposes. There are instances where superficial checks would do just fine. On the contrary, there are other scenarios where an in-depth check is required to see if the person is the right match for the job or not.

So the costs of an employee background check really depend upon what type of check the employer signs up for.

Employers outsource background checks to third parties

It’s a common practice for businesses to outsource background checking processes to professionals. This practice is common because most businesses don’t have the resources to set up a dedicated department for this purpose.

Plus, many small to medium-sized businesses don’t hire that often that they’d need a dedicated department. Hiring the right service is an easy process that gets the task done quickly and the business doesn’t even have to spend a lot of money for it.

Employers can know what value a potential candidate can bring

Background checks don’t just let the employer know about a candidate’s qualifications. The check can also extract out the performance reports of an employee. That way, the employer can know better who they are hiring.

Every business needs the right resource for them to function well. However, it’s not just the skills or competence that matter. What soft skills, ethics, and morals a person must also be thoroughly considered. Because it isn’t always the best talent that pushes companies towards progress.

By conducting multiple checks on a candidate, you can better understand what they bring to your organisation. That’s a great way for hunting gem employees.

Final Words

Background checks for employment help employers understand their potential staff better. By conducting such checks, they can make the workplace safe and productive.

There are several misconceptions about the field. We hope that the above-mentioned points paint a better picture of background checks for you.

Getting your candidates through background checks is a great way to ensure safety and efficiency. Remember, a little incompetent candidate is a better option compared to someone with great talent but who is also a potential murderer.

By running checks, you have a better position in making the right hiring choice.

To know more about background checking or to hire our services, give us a call right away!