In the UK, employers have the right to check a person’s criminal record. This information is known as a Disclosure and Barring Service (DBS) check. Some roles require a more thorough DBS check, such as healthcare, but in most cases, an employer can request a basic check on the applicant. Different rules apply in Scotland and Northern Ireland. In Scotland and Northern Ireland, employers can ask for a basic check on an applicant and present it to the employer.
There are several reasons why employers carry out a background check on a candidate before hiring them. One reason is to ensure that they have the right to work in the UK. Failure to do so could lead to a fine of up to PS20,000. However, most employers in the UK will have implemented ten essential checks to ensure that their employees are fit for work. These checks include a criminal history check, right to work check, employment history verification, and educational references. Some industries require additional checks, but most businesses will have implemented at least one or two of these ten checks.
In some cases, employers check a person’s driving credentials. Using a DVLA check, employers can confirm that a driver has a valid licence and does not have any points on their licence. This background check may also include a check of the applicant’s health. Health checks are also used when it is a legal requirement. While a health check does not necessarily require a background check, it can give employers peace of mind.
These criminal records checks are compliant with the Police Act 1997 and the Rehabilitation of Offenders Act 1974. They also adhere to the strict guidelines set by the Information Commissioner’s Office, which oversees the use of personal data. The results of these checks can be retrieved within 40 days. The cost is minimal and the service is safe and compliant. They help employers make safer and quicker hiring decisions. They also give them peace of mind when looking for the right person for their position.
As a result, it is possible for employers to perform all ten types of background checks on candidates or employees. Some background checks are free while others are not. Clare’s Law and DBS checks both require an employer to obtain consent and promise to not discriminate. However, Clare’s Law and social media are two examples of public information that employers can obtain. However, some individuals choose not to share certain information with the public.
Employers are often understanding of an applicant’s less than perfect history. While mistakes happen, they are often not a major consideration in the recruitment process. For example, driving convictions are not uncommon. Unlike in the past, the driving conviction may not have any relevance today. For this reason, it is important to control the narrative and provide truthful information about any past mistakes. It is also important to note that many offences do not stay relevant for years, which is why candidates should never lie on their CV.
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