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Employment background checks, also known as pre-employment screening, play a crucial role in any prospective employer’s decision to hire a candidate. Background checks are a part of this process since it helps businesses hire suitable personnel.

Frequently Asked Questions

Pre-employment screenings are an essential step in the recruiting process that help you lower the chance of bringing on someone who might cause problems for your company. Pre-employment checks still heavily rely on references, but hiring managers are also increasingly checking candidates’ social media profiles. If you think it’s pertinent to the position and your company, you may also verify a candidate’s credentials and employment history. You can also run health, identification, and financial checks on them.

In order to comply with the legislation, you may also need to do further checks, such as validating a person’s permission to work in the nation or running criminal background checks if they will be dealing with children or other vulnerable individuals.

Pre-employment screenings assist you in determining whether an applicant is appropriate for a position and has the necessary education and experience. They also assist in determining if the individual is physically capable of performing the job and has the required authorisation to do so in the UK.

Background checks might disclose crucial information that will affect whether or not you are hired by a company. These include checks on your employment eligibility, your criminal past (if any), your job and educational backgrounds, your credit history (if relevant), any employment gaps, and your motor vehicle and licence histories (if applicable).

Checks often happen after candidates have been interviewed, but there are advantages and disadvantages to both having them before or after a job offer.

Before

A candidate’s start date can be brought up if they’ve previously passed all the necessary background checks before an offer is made. In addition, if they provide any unfavourable information, you can move on to the next potential hire. However, it may be costly to thoroughly screen several prospects in advance, so be sure to check your local laws first.

After

Since there is just one potential candidate, this is the most usual approach. But if it doesn’t work out, you could have to repeat the interview process all over again. Telling a rejected candidate that they didn’t make the cut is never easy, but it’s especially tough if they’ve already given notice at their current job.

Pre-employment screening includes checking someone’s eligibility to work, their criminal background, their job history, and their references. An academic reference may be utilised in cases where a candidate hasn’t worked.

Other checks are carried out in other sectors, such as the banking sector’s credit check or the transport sector’s DVLA check.

The majority of UK companies would have used most, if not all, of the 10 crucial background checks during their hiring procedure.

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