Background Checks – Key Checks Employers Must Take

Background Checks are an integral part of the recruitment process. However, it is additionally challenging and complex with various components to consider. Without cautious consideration, this process can lead to a need of compliance; and eventually legal, financial and reputational consequences.

Furthermore, a lack of process can result in hiring the wrong candidates, which can harm any organisation, regardless of their size. With more staff working remotely and new candidates having access to sensitive information, it is more vital than ever to induce background checks right.

However, keeping side by side of changing compliance directions within the UK can make this process even more difficult. Also, without the right checks in put, employers put themselves at risk of hiring the wrong people.

So, what can employers do to ensure an effective screening process?

We look at below-mentioned employment background checks that every employer must consider:

Right To Work Checks:

A right to wok check could be a process that builds up in the event that an employee has the right to work within the UK.

This process includes checking records which can range from a passport, biometric resident permit (BRP), an immigration status document, residence card, to name a few. In expansion, the employer must execute a process of dating and filing these documents.

All employers have a legal obligation to perform these checks, in case of the candidate’s race, nationality, or ethnicity. The key is not to assume a worker has the right to work within the UK. An employer who expels their commitments may be subject to a maximum civil fine of £20,000 per individual and/or a criminal sanction of an unlimited fine or imprisonment of five years.

Criminal Record Checks:

On the off chance that significant and proportionate to the role, employers have the right to perform a criminal record check. Disappointment to perform a criminal record check when its required seem lead to hiring unsuitable candidates, who may cause financial, legal, or reputational damage.

In the UK, these are known as DBS Checks (which stands for Disclosure and Barring Service), formerly known as CRB Checks. The type of DBS Check an employershould perform are directed by the laws and regulations of their industry.

Employment References:

It is profoundly suggested to get references from the former employers, even though there is no legal obligation to do so.

The aim of this purpose, basically put, is to ensure the candidate has the involvement expressed on their application. By not implementing such checks, an employer puts themselves at risk of hiring staff who are unsuitable for the job; thus wasting time and money.

In some instances, a candidate may not have employment references. For example, a university graduate might not have any previous work experience (in which case, educational references or character references would suffice).

Educational References:

Like employment references, education verification gives employers the opportunity to decide if the candidate has the education, aptitudes, and knowledge they say they have.

Whilst it is a simple process to inquire for an academic reference and certificates, there are candidates who fabricate educational credentials. From false certificates to fake online colleges, employers must execute a process to ensure the credentials they check are genuine and valid.

Credit Check:

Pre-employment credit checks are utilized as portion of the employment background check within the financial sector. The aim is to assist employers understand the financial situation of a candidate and reduce the risk of extortion.

A commonplace pre-employment credit check must examine public and private databases for County Court Judgments (CCJs), bankruptcies, intentional course of action, orders and organisation orders.

For non-financial companies, pre-employment credit checks are not essential. However, in the event that an employer feels it’s essential to require out these checks, it must be proportionate to the nature of the role (e.g. accountancy).

DVLA Check:

Anyone who drives on behalf of a company must be subject to a DVLA Check. This too incorporate third parties who have access to a company vehicle, and employees who drive their own vehicle for work-related tasks.

A DVLA Check will show licence validity, any preclusion, licence expiry date, vehicle types the candidate can drive, and any offenses or penalty points. Furthermore, it can also be utilized to decide whether a candidate meets industry-specific requirements.

Failure to complete DVLA Checks seemslead to the hiring of unsuitably qualified or dangerous drivers. And in the event that they are involved in an accident, and it is demonstrated they were driving as a part of their job, the organisation in address can confront huge fines.

International Sanctions:

An International Sanctions Check identifies in case a candidate is suspected to be associated with terrorism, animal rights, money laundering, drug trafficking, arms dealing, war crimes, white collar fraud, or other illegal activities. These checks can moreover amplify to identifying ‘Politically Exposed Persons’ (PEPs), as well as an ‘Adverse Media’ search.

Typically, political organisations and government bodies take out these sanctions checks. However, finance and aviation companies have been known to execute these checks. The aim of these checks to anticipate employers attracting adverse media attention and affiliations with illegal entities.

Sanctions Checks (UK):

UK employers looking to hire candidates who have claimed or worked a company within the past must conduct a sanctions check. This anticipates hiring individuals who have proceeded company trading when the company was insolvent; failed to prepare and file accounts or make returns to Companies House; failed to send in returns or pay to the Crown any charge that’s due; and those who have been involved in fraudulent activity.


The benefit of a comprehensive employment background screening incorporate expanded applicant quality, diminished workplace violence, decreased careless hiring liability, diminished misfortunes from employee dishonesty, making the right hire the primary time, and dodging negative reputation.

ACS Consultants is a leading consultancy company. ACS Consultants has a team of experienced auditors who are knowledgeable about the latest trends and best practices. ACS Consultants works closely with organisations to understand their unique needs and develop customised solutions that meet their specific requirements.

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