HR Terminology Background Screening / Pre-employment Screening

Complygate has put together a complete list of key HR terms, phrases, acronyms and jargon to assist HR professionals in navigating the extensive, ever-growing HR terminology. We would like to encourage you to read, share and make use of this terminology collection. If you have any suggestions of terms or keywords we have missed, please contact us and we will include them in our next update.

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What is Background screening / Pre-employment Screening Checks?

Background screening / pre-employment screening checks is another way for employees to examine the candidate is who they say they are in their curriculum vitae. The checks can include criminal background checks, drug screening varies on the type of job, past employment history for confirmation.

There are many other variant types of background screening / pre-employment screening checks. These involve:


  • Employment reference check - Reference received from past employers can be in support of the job role to verify that they are the perfect fit for the role. There must not be any prejudicial or biased information or questions. References can be via the telephone, a letter or emails.
  • Criminal background checks - This must be relevant to the job role being applied to, following the Rehabilitation of Offenders Act 1974.
  • Right to work checks - A right to work check is compulsory for every candidate. To make sure that the Candidate can legally work in the UK.
  • A DVLA check - Applicable to someone who is applying for a job role that requires them to drive. To ensure that someone can legally drive.
  • Social media screening/check - Not necessary, however, an employer may choose to do a social media screening. To give them more information about the candidates applying, giving an understanding of their attitude and morals.
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