As such, many former employers limit the information they pass on to the more basic facts such as the dates they were employed, their title, job duties and wage.
However, when a background check company like us does the work history check, we can usually provide more relevant details as we know what questions to ask. While you can conduct a background check on just about anyone for any position, there are specific jobs and positions where a background or DBS check has been standard practice for many years.
If someone is going to be working with children, money or vulnerable adults, then a potential employer will run you through a background check to ensure that you are properly qualified to look after children, check your credit to ensure you can be trusted to handle money, or your work experience when caring for an elderly person with medical issues. Employers should remember that while background checks are very common and a regular part of the application process, the proper steps and consent must be gained first from the applicant before background screening can be carried out.
It is human nature to exaggerate and over-emphasise certain aspects of our history, work experience or qualifications to improve the chances of getting hired, but not many applicants recognise the seriousness that comes with lying on their CV.
Background checks are the only real way to find out what information is true and what is false or exaggerated. With so many different aspects to consider with a candidate and their CV — such as education, work history, professional licences and criminal history — verification background screening checks are important and essential if you really want to know who you are hiring.
No one is without fault and mistakes are a part of life. Offences such as driving convictions are quite common and are less of a consideration in the employment process than a candidate may think unless the position is for a driving job, of course.
It is always better to get out ahead of these kinds of issues and control the narrative, rather than attempt to cover up any past errors. The following list is an example of some of the most common convictions and when they expire. A disclosure can change and be updated a day after it is issued. As such a DBS disclosure certificate can be re-used at the discretion of the employer, but it is only as relevant and accurate up to the date it was issued.
When considering employing someone new, companies should ensure that they request a current up-to-date background screening check and that the screening they select is appropriate for the position.
Most people are clear about what the references mean, but there is a lot more confusion about the other part of the process. The functions of this new body are broadly similar, and in the future this is the organisation which will carry out whatever checks may be required. DBS checks are not standard practice for any occupation in England or Wales.
Please note that if the DBS have a query on your application they will contact you directly. Where you have provided a mobile telephone number we will also send you a text. If you have been told you specifically require a Standard or Enhanced Check, please contact your employer.
Standard CRB Checks will show any unspent convictions, cautions, reprimands and final warnings, as well as any spent convictions or cautions that were not removed by filtering. Enhanced CRB Checks will show the same information as a Standard CRB Check, but will also include any intelligence provided by the police, which they feel may be relevant when making recruitment decisions.
Those living outside of the UK may benefit from using this service as the DBS cannot guarantee that your certificate will reach you. Please use our LiveChat facility or give us a call on Speedy turnaround times - most checks completed in 48 hours! Download your results easily with our secure online Platform. Track your applications and stay up-to-date every step of the way.
Not an Individual? Get DBS Checks for your employees here! CRB Checks now DBS Checks are needed to help employers make informed decisions about whether employees can work with vulnerable adults or children. Although there is no legal requirement for DBS Checks in any role, many employers and regulated bodies have DBS Checks as part of their recruitment policies and procedures. If you are self-employed, with no other employees in your business, you can get your own criminal record check.
The company would need to have at least 2 members of staff officially employed by the business to be able to access the Standard or Enhanced CRB Check. To apply for your own Basic check please call us on or apply online. There is a date on the certificate which indicates when the check was completed and issued.
An employer is not informed if information is added to an applicant's criminal record after the CRB check has been issued.
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