Background checks, or DBS checks for short, are a lot to learn for those who have never conducted one. A background screening company should consider the following factors before hiring them to simplify the hiring process.
How are DBS checks and employment background checks different?
An individual’s past is thoroughly examined in DBS checks (e.g. Disclosure and Barring Service checks), to determine if they have been convicted of any crimes, or if they have been warned, reprimanded, or cautioned.
If the job or role of the applicant requires checking against adult or child barred lists, a DBS check may also be conducted.
The police may also disclose soft intelligence as part of DBS checks. It may not be possible for PNC records to contain this kind of information. In order to assess a person’s suitability for a specific job, police forces may have information about them even if they have never been convicted of any specific crime.
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In what kinds of checks can I find them?
The disclosure level of a DBS check can be divided into three categories. According to the responsibilities and duties of the job, there will be varying degrees of disclosure. Levels of disclosure are listed below:
Brief overview – Anyone requiring certification can take this nonspecific exam, and anyone can gain certification through it. A courier service or personal license is often issued with it.
Disclosure level – It depends on the legislative criteria whether this standard is applicable. A deeper level of disclosure is typically required by accountants and solicitors.
Information disclosed at a higher level should also be subject to a detailed review. In addition, vulnerable clients must have their information disclosed.
Why are employers benefiting from employee screening?
If this is relevant to your industry, you should look into it.
Nevertheless, every employee, volunteer, and job applicant should be screened. There may be times when it is not possible to conduct a DBS check due to legal reasons. An organization that opts to conduct a basic screening rather than a full DBS check is not subject to the same restrictions as one that conducts a full DBS check.
An employer can verify the employment history of a job applicant by contacting former employers. There is a widespread misconception among employers that they have rights and obligations regarding previous employers. It becomes more challenging when negative comments are made in this situation. Due to this, former employers usually only provide simple information about employment dates, titles, duties, and wages.
Our background check company, for instance, is able to provide more relevant information when we conduct the job history check. It is possible for employers to find out what employees have to say while maintaining anonymity and professionalism at the same time.