What are Pre-Employment Screening Checks?

Every organisation has procedures and systems in place to ensure that they’re hiring the right people. Nowadays, more organisations across various industries have to rely on a cohesive series of pre-employment background checks. This is so companies can make sure all information is analysed correctly, and new and existing employees do not pose a concern to the business. This is why companies adopt pre-employment screening practices, either in-house or via a third-party provider, such as Eurocom CI.

We’ve crafted this quick guide to highlight the types of pre-employment checks that a company might request and why. But firstly, let’s look at the definition of what a pre-employment background check is.

What is Pre-Employment Screening?

Pre-employment screening is the process of verifying a person’s credentials and eligibility for a job application. This type of screening ensures that each applicant meets the pre-conditions of employment for that hiring organisation.

If an applicant has withheld information on their job application, or otherwise fabricated or masked their education or employment history, pre-employment screening confirms this information. It helps companies ensure that the people they hire are genuine, truthful and not going to pose a risk to the organisation in any way.

While most UK service-based companies are still operating remotely, organisations are increasingly vulnerable to fraud and hiring unsuitable candidates. That being said, while there is a different level of risk, they should consider how they can mitigate these risks. They should look at the various types of background checks they can conduct to meet their employment needs, even while we’re working remotely (despite hopefully heading towards summer with fewer restrictions on face-to-face interaction).

Key Background Checks Employers Should Make

Here are just some of the background checks you can make as a company to help mitigate these risks:

Right to work check

All employers have a legal obligation to check whether an employee has the right to work in the UK. This must be applied to all applicants, regardless of age, nationality, ethnic origin, etc. Read more about the right to work checks here.

Identity verification

These checks confirm the legitimacy of a person’s identity and that their documentation is valid. A third-party system validates their ID to check if they’re not fraudulent. This can also include an electoral roll check, property ownership check and character reference checks.

DBS check

DBS checks are criminal record checks to determine whether a person is suitable to work with children or vulnerable adults. Depending on the role’s nature, a candidate may need to apply for a Basic, Standard or Enhanced DBS check. It will confirm whether they have any convictions, cautions, reprimands or warnings on their criminal record. Certain offences will mean they are prohibited from working with vulnerable groups.

Social media checks

Checking someone’s social media profiles can offer valuable insight into any potential incriminating activity, such as illegal, violent or abusive behaviour. Social media is entrenched in the fabric of job applications, and these checks can highlight qualified candidates.

Adverse credit check

In the financial sector mainly, credit checks are part of companies’ background screening programmes. As with DBS checks, these should be proportionate to the role in question. For instance, they are required for a mortgage broker, but not for someone working at the reception desk who has no financial responsibilities.

Education and Professional qualification verification

Checking an applicant’s degree, training, memberships and so on for their legitimacy is something many companies do. It’s easy for applicants to lie on their CVs (although most do not), but these checks give you confirmation of their skills and experience. Read more on education checks here.

DVLA checks

Organisations responsible for driving on company time should carry out these checks to ensure the candidate is not prohibited from driving for any reason.

Employment references

These are effective ways to ensure companies hire the best quality candidates. These involve checking a person’s employment history and any gaps in employment.

Pre-Employment Screening Standards

Here at Eurocom CI, we conduct a wide range of background checks for clients across all sectors. Whether you require an individual check or a regular screening programme set up, we can provide the right solution for you.

We conduct regular applicant background screening in line with numerous recognised standards. These standards include:

    BPSS (Baseline Personnel Security Standard)
    SMCR (Senior Managers Certification Regime)
    PCI Compliance
    BS7858

We make the process easy and convenient for our clients.

Help from a Background Check Company

If you need to discuss pre-employment screening solutions or need further information on any of our specific background checks, please contact Eurocom CI today. Our specialist team will be happy to assist you. .