DBS Checks and other pre-employment checks can be incredibly useful for any company. Some checks are a requirement for certain jobs, while others provide extra reassurance that you’re hiring the right people for the job.
But which checks are right for which candidates? Here’s our roundup of all the pre-employment checks, outlining the differences between them and when you might use them.
What is pre-employment screening?
Essentially, pre-employment screening involves verifying a person’s credentials and eligibility for a specific job. There are a range of different checks that businesses can conduct on candidates during the interview process. Some checks are legally required in certain workplaces, such as education and care.
What are pre employment screening checks?
So, what types of pre-employment checks are there? Let’s take a look.
Standard and Enhanced DBS Checks
Standard and Enhanced DBS Checks are designed to prevent unsuitable candidates from working with vulnerable people.
There are specific eligibility requirements for Standard and Enhanced DBS Checks. It’s unlawful to request a check for somebody who doesn’t meet these requirements.
A Standard DBS Check will reveal any spent or unspent convictions, cautions, reprimands or warnings the applicant has.
An Enhanced DBS Check will reveal the same information as a Standard Check, as well as any other relevant information held by local police. It may also include a check of the children’s and/or adults’ barred list, if the candidate is eligible.
As a general rule, a candidate is likely to be eligible for a Standard or Enhanced DBS Check if their role involves working with children and/or vulnerable adults. For more details, see the DBS eligibility guidance.
Basic DBS Checks
If a candidate isn’t eligible for a Standard or Enhanced DBS Check, it is still possible for them to have a criminal record check.
Basic DBS Checks don’t have any eligibility requirements – anyone aged 16 or over can have one.
A Basic Check will reveal any unspent convictions the applicant has and is a great way to gain an extra level of confidence in your candidates.
Right to Work Checks
Right to Work Checks are one of the most essential pre-employment checks in recruitment.
Right to Work Checks enable recruitment agencies to verify that their candidates have the right to work in the UK.
All employers are legally required to carry out a Right to Work Check before hiring someone to make sure the candidate is allowed to do the work in question.
Failing to conduct a Right to Work Check puts you at risk of being fined by the Home Office. If this happens, you’ll get a ‘referral notice’ to let you know your case is being considered and that you might have to pay a civil penalty (fine) of up to £45,000 for each illegal worker.
A Right to Work Check involves checking the applicable documents – a passport or visa, for example – to ascertain the candidate’s right to work in the UK.
Identity Checks
Identity Checks are a type of electronic check that verifies a person’s identity by checking their personal information against a number of secure databases.
Identity Checks can help protect a company from fraud, and give you peace of mind that the people you’re representing are who they say they are.
They’re particularly useful for recruitment agencies that carry out a number of pre-employment checks, as an identity check will verify the information submitted for any other checks and help to ensure the correct results.
Adverse Credit Checks
An Adverse Credit Check will reveal any serious adverse credit history the applicant has, including individual voluntary arrangements (IVAs), county court judgements (CCJs) and bankruptcy.
Adverse Credit Checks are especially useful for candidates who will have access to cash, accounts or valuables, helping to ease worries over staff fraud or dishonesty.
How long does pre employment screening take?
The time it takes for you to receive a result from your pre-employment screening checks can vary, this depends on a range of factors, including who is conducting the checks and whether all the information provided is accurate.
By conducting your DBS Checks through uCheck, you won’t need to wait for printed certificates to arrive in the post – you’ll receive an email results summary as soon as the check is complete.
Our average turnaround time for DBS Checks is 48 hours, while Identity Checks, Right to Work Checks and Adverse Credit Checks take less than an hour – and often only five minutes.
Pre-employment screening with uCheck:
As we’ve outlined, uCheck’s platform is designed to make the process of pre-employment screening simple for businesses just like yours.
Ultimately, all of these checks form an essential part of the recruitment process by determining an applicant’s suitability for a role. And by conducting mandatory checks, such as DBS or Right to Work, you can be sure you’ll meet your legal compliance responsibilities.
Any questions? Get in touch – our UK-based support team is always happy to help.
