In today’s digital-first world, employers are under growing pressure to ensure they hire trustworthy, reliable, and ethical candidates. Traditional DBS checks remain a cornerstone of background screening in the UK, but social media screening has emerged as an additional tool for understanding a candidate’s online behaviour and reputation.
The question many employers now face is: should both be used together? Let’s explore how DBS checks and social media screening complement each other — and what employers should consider before using them.
Understanding DBS Checks
A Disclosure and Barring Service (DBS) check is a formal criminal record check used by UK employers to verify whether an applicant has any convictions, cautions, or warnings.
There are three main levels of DBS check:
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Basic DBS Check: Shows unspent convictions.
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Standard DBS Check: Includes spent and unspent convictions, cautions, and reprimands.
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Enhanced DBS Check: Includes all of the above plus any relevant information held by local police.
DBS checks are essential for roles that involve working with children, vulnerable adults, or positions of trust. Employers can conveniently apply for and track DBS checks through ClearCheck.
What Is Social Media Screening?
Social media screening involves reviewing a candidate’s publicly available online profiles — such as LinkedIn, X (Twitter), Facebook, or Instagram — to assess their professionalism, attitude, and conduct.
It helps employers identify:
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Inappropriate or discriminatory behaviour
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Evidence of dishonesty or conflicting values
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Professionalism and cultural fit
However, social media screening must be conducted ethically and legally, respecting privacy and avoiding discrimination. Employers should only review publicly available information and remain compliant with UK GDPR.
Why Combining Both Can Be Beneficial
When used together, DBS checks and social media screening offer a fuller picture of a candidate’s background and character.
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DBS checks confirm whether an individual poses a legal or safety risk.
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Social media screening provides insight into their online behaviour and personality.
This combination allows employers to make more informed hiring decisions, particularly in sectors where trust and public perception are vital — such as education, healthcare, or customer-facing roles.
Risks and Considerations
While beneficial, using both methods requires careful handling. Employers must:
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Obtain consent before conducting checks.
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Apply a consistent screening policy for all candidates.
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Avoid bias based on personal views or lifestyle choices.
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Store data securely and in compliance with UK GDPR.
Failure to follow these rules could lead to discrimination claims or data protection breaches.
FAQs
1. Is social media screening legal in the UK?
Yes, but it must comply with data protection laws and only include publicly available content.
2. Do DBS checks include online behaviour?
No. DBS checks only report on criminal history and police records, not social media activity.
3. Should all employers use both checks?
Not necessarily. High-risk or public-facing roles benefit most from combined screening, while others may only require a DBS check.
4. Where can I apply for a DBS check online?
You can easily apply for and track DBS checks at ClearCheck, a trusted UK provider.
Using DBS checks and social media screening together can strengthen your recruitment process — provided it’s done transparently, fairly, and within legal boundaries. By balancing due diligence with respect for privacy, employers can build safer and more trustworthy workplaces.
