Background Check in UK
Background checks Background checks are quite widespread in the United Kingdom. It is vital to examine potential employees before hiring them. This is to guarantee that you have a complete and precise picture of the person you are employing.
Employees are a valuable resource for your company. Employees who are valuable are worth their share in diamonds. A deceitful employee may wreak havoc on a company's reputation. They have the potential to disturb other employees. They can also potentially generate legal issues for you and your business.
A background check or employment screening on an employee is an essential element of the recruiting process. It will aid in the protection of a company, its personnel, and its clientele.
Vetting potential candidates will lengthen the recruiting process. Hence, outsourcing this job of pre employment screening will reduce the hassles of the recruitment process.
What are the checks involved in UK Background Checks?
These are the nine background checks that all UK companies conduct during the hiring process.
- Criminal record check
- Overseas criminal record check
- Employment reference check
- Sanction searches
- Politically exposed person check
- Adverse media check
- Credit check
- Driving licence verification
- Right to work check
Criminal Record Check
This UK criminal record check is inexpensive and usually necessary to obtain or apply for a job in the United Kingdom.
To begin the process of seeking to have your criminal record check or basic DBS, you must send your addresses for the preceding five years, your passport, your UK driving licence, and your National Insurance Number. These are all data elements that you will need to do this Basic DBS check on candidate.
A DBS check is often necessary when applying for a position or a new job. Depending on the nature of the work and duties, different DBS checks are essential, and some have far more comprehensive information available.
This criminal record check procedure usually takes a few weeks, and you must be at least 16 years old to apply.
Overseas criminal record check
An overseas criminal record check is one of the background checks done on a candidate who has previously lived or worked in another country. The report discloses the candidate's criminal history, conduct, and behaviour.
The difficulty in obtaining overseas police checks is that there is no set of uniform formats. Each country's policies and processes are different.
Most nations can provide a certificate describing a person's police record. These are also known as character certificates or proof of good behaviour.
Employers typically lack the legal authority to conduct this sort of investigation. The applicant is responsible for moving the process ahead.
If the individual you wish to hire is already in the UK, you should contact the embassy and ask for guidance and assistance, and if the candidate is still abroad, they should be able to receive assistance from local police.
Costs for obtaining certificates may differ tremendously across nations.
Employment Reference Check
An employment reference checkgives unbiased information about a candidate's prior job performance, allowing you to learn about their strengths and flaws.
It verifies the qualifications people claim to have as well as the duration of time they have worked in previous jobs.
Hiring managers want solid references and quick responses, hence having a reference request procedure in place saves time and makes hiring decisions easier.
Reference checks can help you learn vital information about a prospect and determine whether they are a good fit. This includes the following:
- Qualities and areas for growth
- Inspiring elements
- Behaviours displayed by the applicant in past employment
- Their interactions with others
- How they responded in various situations
As a result, these reference checks can assist you in determining not only if the applicant will be able to accomplish the job requirements, but also whether the individual would be an appropriate good employee for your team and organisation.
Companies use a Sanction Search (also known as a Sanction Check) to determine whether a candidate has received negative media attention or has links with any unlawful organisations.
Sanction Check is the most effective technique to check that your potential employee is not on any government sanction list that prevents them from working.
This Sanction Check is often used in the health sector, as well as other highly regulated industries such as banking and law.
While this combination of screening methods might be complicated, therefore Sanction Searches are necessary to comply with guidelines otherwise it may result in legalities for your company.
Politically Exposed Person
A politically exposed person is someone who has a significant public role and, as a result, is more likely to be involved in bribery and fraud owing to their position and prominence. Here are a few Political exposed person examples: Government leaders, state heads, members of political parties, senior government officials, Senior officers in the government, judiciary, or military, etc.
A PEP list check, also known as a PEP screening, is searching for official politically exposed individuals' databases to see if the applicant is identified as a politically exposed person.
PEP checks and screening are performed to identify high risk applicants and offer you with prior warning and data to assist you reduce any economic, regulatory, or reputational damage.
This search is advised for all occupations, but especially for high-profile, executive or managerial-level positions where there is a possibility for participation in or exposure to bribery and corruption.
Adverse Media Check
An Adverse Media Check, also known as an adverse media screening, is a comprehensive media and press investigation of a candidate's past conducted using global telecommunications media sources.
This may include both professional and personal activities, and it serves to give special perspective into a candidate's public reputation, as well as facts relevant to the job you are interviewing towards.
Adverse media checks can reveal prior behaviour or activities that may damage a candidate's capacity to fulfil job obligations or give insight on the candidate's integrity that has not been formally recorded in any other way.
A credit score is a three-digit numerical figure that reflects your credit solvency. Our credit score is mostly determined by things such as-added debt, history of credit or repayment, Credit allocation, ratio of credit utilisation.
When you ask for a loan, your credit score serves as a barometer of your financial discipline. The higher your credit score, the more likely loan acceptance.
When a lender, bank, or service provider has to investigate your financial history, they will perform a credit check. It allows access to information about your current and previous credit, payment patterns, and loan types so that it can estimate your overall risk as a borrower.
Adverse Credit Checks are an excellent technique to alleviate any concerns about employee fraud or dishonesty. An employee who is revealed to be monetarily insecure, for example, may be more receptive to receiving bribes, putting your organisation at danger.
Driving Licence Verification
A DVLA background check is essential if you are employing someone who will be driving for you or in your company's behalf.
A DVLA check is also required for third parties that have access to a corporate automobile, as well as employees who drive their personal vehicle for work-related purposes.
Driving licence check make you aware of any offences they may have on their licence and update you with such relevant information.
The Driver and Vehicle Licensing Agency (DVLA) offers an online evaluation of a driver's licence information.
The DVLA check code is the online equivalent of your picture card driver's licence. The code is used for verifying driving licence information in the DVLA database and to transmit licence information with employers.
Complygate, UK Employment Screening or Background Check solutions, provides you with a more comprehensive view of the candidate, allowing you to make confident hiring decisions.