What is pre-employment background check?

What is a pre-employment background check?

An employment background check is the process of investigating and authenticating an individual’s personal, professional and criminal history. It is usually completed at the point when a candidate is being considered for a role. Depending on the company that is hiring’s s preferences, geographical location and industry, the objective and number of times these checks are completed will differ. For example, if your business works within the educational industry, it will be a high priority to complete enhanced DBS checks whereas some industries will only require a basic DBS check and will then prioritise other checks instead. 

The purpose of a background check for employment can vary depending on the situation, but is predominantly used by employers as part of the pre-hiring process to make informed decisions about the person's trustworthiness, reliability, and suitability for a job.  Background checks can be conducted directly by the organisation themselves, via a third-party company or through their recruitment partner.

What types of background checks do employers undertake in the UK?

Employers need to conduct various types of background checks for employees, depending on the job position, industry and other factors. With Access Screening, organisations are able to perform over 140 checks where appropriate with our background screening solution. Some common types of background checks for employment may include: 

1. Criminal background check: also known as DBS checks. Involves searching for any criminal records or convictions in local, regional, and police databases.  
2. Employment verification: involves verifying the candidate's previous employment history, including job titles, dates of employment, and reasons for leaving. 
3. Education verification: involves verifying the candidate's educational credentials, such as degrees or certifications, by contacting the institutions they attended. 
4. Reference check: involves contacting the candidate's previous employers or references to verify their work performance, character and other relevant information. 
5. Credit check: involves reviewing the candidate's credit history to determine their financial responsibility and stability. 
6. Right to Work: ensures the person applying for a position is who they say they are and identifies whether they are entitled to work in the UK. 
7. Adverse media checks: also known as social media checks. Involves a full background sweep on what a job applicant is posting online, informing the hiring decision. 
8. DVLA checks: a driving background check focuses on a candidate's driving history and qualifications, which can provide information on any traffic violations, accidents, and licence suspensions. 

There are many other specific types of background checks that an employer may conduct dependant on the job position, industry, and legal requirements. Employers should follow applicable laws and regulations when conducting background checks to avoid any issues. 

To find out more about how Access Screening can help to fulfil the pre-employment background checks that you require, book a personalised demo with our expert team today. 

How long does it take for a pre-employment background check?

How long pre-employment background checks take varies depending on the complexity of the investigation, the type of background checks being conducted, and the responsiveness of the sources of information. This can be due to relying on governing bodies to approve checks that have taken place, the time it takes to review documents especially when it comes to referencing and Right to Work, but also just the overall admin time for the business to carry out tasks such as initial and follow up emails. 

On average, a basic background check may take between one to three business days, while a more comprehensive background check that includes criminal record searches, employment and education verifications, and reference checks, can take several days or even weeks to complete. 

Some other factors that may affect the timeline depending on the method that an organisation takes to screening, include the need for additional information or clarification, delays in obtaining information from third-party sources, and other issues that may arise during the investigation. Employers or background check companies may be able to give an estimated timeline for the background check process to be finalised, but there is no guarantee of the checks being completed to those timescales. For many businesses, having an in-house automated solution powered by screening software significantly helps to reduce the time-to-hire.   

Many businesses are unaware of the amount of time that they could save by making their screening processes more efficient with automated software. 

What can make candidates fail a pre-employment background check?

Assuming all the background checks come back clear and as expected, an employer can move onto the next stage of actually onboarding a candidate. However, it is useful to understand what can make candidates fail a pre-employment background check. 

There are several reasons why a candidate may fail a pre-employment background check including: 

• Criminal history: a criminal record can be a significant factor in failing a background check, particularly if the offence is relevant to the job position or could pose a risk to the employer or other employees. 
• False information: providing false or inaccurate information on a job application or CVcan lead to failing a background check, particularly if the employer discovers that the candidate lied about their qualifications, education, or work history. 
• Negative employment history: a history of being terminated or engaging in unethical or inappropriate behaviour at previous jobs can lead to red flags and potentially failing a background check. 
• Poor credit history: if the job position requires handling money or involves financial responsibilities, a poor credit history may disqualify a candidate. 
• Drug test failure: if the job position requires passing a drug test, failing the test can lead to disqualification. 

It's important to note that the factors that could lead to failing a background check can vary depending on the job position, industry, and other factors. Additionally, employers must follow applicable laws and regulations when conducting background checks and making employment decisions based on the results of the investigation.