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The Role Of DBS Checks In Recruitment: Our Guide

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The role of DBS checks in recruitment can form a crucial part of ensuring fair, safe and suitable recruitment decisions.

Indeed, the Chartered Institute of Personnel and Development state that conducting accurate and appropriate pre-employment vetting helps to ensure due diligence in the recruitment process.

Requesting DBS checks in recruitment can help to maintain consistent practice and safeguarding measures. This blog will explore the importance of requesting DBS checks in recruitment, and the role they can play to help make informed recruitment decisions.

Requesting appropriate DBS Checks in Recruitment

In some cases, the role of DBS checks in recruitment may be a mandatory requirement, depending on the position that is being recruited for.

Higher levels of DBS checks in recruitment, such as standard or enhanced DBS checks, are only available to applicants in certain roles. However, in some cases, they are a vital part of the recruitment process.

This would typically be the case when a role will require interaction with children and/or vulnerable adults – such as a teacher, carer or doctor.

Establishing whether an applicant is eligible for a higher level of DBS check, as well as which level this would be should happen at the recruitment stage. This is because jobs that require a DBS check will need to make applicants aware of this requirement at application stage, as part of the requirements of a recruitment of ex-offenders policy.

Additionally, to meet safeguarding, and often legal requirements, recruiters will most likely need to have completed an appropriate DBS check on a candidate, and received results of the check, before they can make an informed recruitment decision.

Other DBS Checks in Recruitment

For other positions, the role of DBS checks in recruitment won’t form such a crucial part of the process if the position isn’t eligible for a higher level of DBS check. But, this is not to say that criminal record checks should not be carried out.

For positions such as those in retail, administration or IT, a higher level of DBS check will typically not be required, but requesting a basic DBS check can still form good recruitment practice.

A basic DBS check is the lowest level of criminal record check and will detail any unspent convictions an applicant may have. These are commonly referred to as anything recent and/or serious. This check can be requested by anyone over the age of 16, meaning there are no eligibility requirements in place to obtain one.

Due to differing rehabilitation periods for determining when a conviction becomes spent, these checks will be processed either by the Disclosure and Barring Service (DBS) or Disclosure Scotland depending on where the applicant lives and/or works.

Applicants can apply through either the DBS or Disclosure Scotland, depending on where they live and/or work, directly to obtain this level of check.

The Role of DBS Checks in Recruitment: A Summary

The role of DBS checks in recruitment not only help to maintain good recruitment procedures, but also ensure safeguarding in some positions.

So, what are some of the key things we have covered?

  • Some positions will be eligible for a higher level of DBS check. You should confirm if this is the case, and which level of check should be requested.
  • Positions working with children and/or vulnerable adults will typically require the enhanced DBS check.
  • Other employees can still request a basic DBS check as part of the recruitment process, if they are not eligible for higher levels of DBS check.

Be sure to get in touch with us if you have any further questions. You can apply for a number of DBS Checks through our simple online platform – most checks are completed within 48 hours. Get started now.

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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