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How to carry out Pre-Employment Screening Checks properly

Recruiting for your business? Brilliant! There are many things to consider with pre-employment screening checks, but you needn’t worry. Whether you’re wondering what exactly these checks are, why they’re needed or how to carry them out properly, we’re here to help. 

What is pre-employment screening?

In a nutshell, pre-employment screening includes checks that you carry out as an employer to make sure an applicant is suitable for the role you’re hiring for. You’ve been through the interview process, and now you’re ready to hire. 

This is when you check:

  • If they have the right to work in the UK
  • If they are who they say they are
  • If they have unspent convictions

These checks can save you from potential legal penalties coming from the screening process having not been carried out correctly.

Pre-employment screening checks

Here are some of the most crucial checks for you to consider. You only want the best for your business, so don’t fall at the last hurdle of the recruitment process — make sure these potential candidates are screened effectively.

Right-to-work checks

Put this at the top of your list when you’re hiring. This should be the first check to be ticked off the list because if they’re found to not have the right to work in the UK, they simply can’t be employed. With a Right to Work Check, you’ll be able to verify an applicant’s passport or visa so then you’re good to go!

Adverse credit checks

Protect your business first. Are you hiring for a role where they’ll be handling cash, accounts or valuables? It’s worth conducting an adverse credit check. Give yourself confidence in who you recruit and discard any worries about staff fraud or dishonesty. Adverse credit checks show an applicant’s credit history and if they’ve made a payment late, or not at all. Individual Voluntary Arrangements (IVAs), Country Court Judgements (CCJs) and Bankruptcy are a few examples of what you can see. Don’t put your organisation at risk. Conduct adverse credit checks.

Identity checks

Identity checks are simple. They verify that an applicant is who they say they are by cross-referencing personal information with data from credit referencing agencies, the electoral roll and telephone databases. But why are these essential? If you’re carrying out a number of other checks on an employee, then an identity check can make sure that the information provided for these is verified so that you get the correct results. You might have completed other checks, and they’ve returned A-OK, but if they’ve lied about their identity, then it could all be for nothing. 

DBS checks

Make safe recruitment decisions by getting applicants’ DBS checked. By checking an applicant’s criminal history, you can potentially protect vulnerable people, avoid the risk of employing illegally, and ultimately have confidence in your entire workforce. There are three levels of DBS checks: Basic, Standard and Enhanced. Which one you should choose depends on your organisation and the information you need.

Why are pre-employment screening checks important?

Elevate your recruitment process with pre-employment screening checks. Make sure you’ve got the right person for the job. Build a team that you can trust and that you have confidence in. These checks are invaluable to the success and reputation of your business, so let’s keep it going!

Here are some of the key reasons why pre-employment checks are beneficial:

  • Makes sure your business meets legal requirements
  • Protects you from legal action
  • Saves time and money from hiring the wrong person
  • Defends you against employee fraud

Are pre-employment checks a legal requirement?

It’s not a legal requirement as such to carry out all of these pre-employment checks, but they do support you in making the right hiring decisions so you’re compliant with employment laws. 

Anybody that you employ must be allowed to work in the UK, and you can make sure of this with Right to Work Checks. Avoid fines and penalties and retain your reputation with Right to Work Checks.

Maybe the role you’re hiring for involves regulated activity with children and/or vulnerable adults. This is where DBS checks have you covered. It’s an offence to hire a person who is barred from working with these groups of people, so conduct DBS checks and keep the people you support safe.

Conducting pre-employment screening checks

Consistent checks on employees

Treat all your employees and applicants the same by carrying out checks consistently. Why? Because this way you’ll avoid any allegations of discrimination. If allegations were made, then you’ll be able to prove that you’ve conducted checks on every other applicant and employee. It’s all about defending your own business as well as complying with the law.

Acquire the correct documents

Check and check again. Make sure you have acquired all the right documents that you need. The last thing you want is to find out that you don’t have the correct documents that could potentially defend you from legal action. It’s in these areas where pedantry is critical.

Pre-employment screening checks UK — uCheck

Get your employee’s pre-employment screening checks with uCheck! We provide DBS Checks including Basic, Standard and Enhanced levels, Right to Work Checks, Adverse Credit Checks, Identity Checks and Digital Identiy Verification.

With uCheck, you get:

  • Rapid turnaround – 24/48 hours on average
  • Trusted by over 30,000 happy customers
  • Secure, Home Office approved system

Please don’t hesitate to get in touch with us if you have any more questions – we’d be more than happy to help.

Our blogs are advisory in nature and reflect uCheck Limited’s current thinking about best and common practice in the subjects discussed.

The information contained in our blogs have been provided for information purposes only. This information does not constitute legal, professional, or commercial advice. Whilst every care has been taken to ensure that the content is up to date, useful and accurate, uCheck gives no guarantees, undertakings, or warranties in this regard, or, for any loss or damage caused arising directly or indirectly in connection with reliance on the use of such information.

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