Background checks have become powerful tools for employers and hiring managers and are becoming increasingly common in a competitive UK jobs market. These checks help verify information, uncover potential discrepancies, and help an employer reduce the risk of hiring someone who can do serious damage to their business. If you’re applying for a new job your employer should explain whether they are doing DBS checks, credit checks or social media checks.
Types of Background Checks
Each employer will have their own checking process and should explain clearly which checks they are running and why. The most common checks which are used as part of background screening are:
- Criminal Record Checks: Known as DBS Checks in England and Wales, these look at convictions and cautions. The level of detail in the check varies by job level, location, and industry.
- Education Verification: Employers confirm the authenticity of academic degrees and certificates.
- Employment Verification: Past employers are contacted to confirm job titles, employment dates, and reasons for leaving.
- Credit Checks: These reveal a candidate’s financial position and history and are only relevant for positions involving financial responsibility.
- Social Media Checks: Employers may review a candidate’s online presence to assess professional conduct and potential risks.
What are Employers Looking for in a Background Check?
The focus of a background check depends on the job and the level of the check. Generally, employers look for red flags such as:
- Criminal Convictions: Some offences may rule you out from doing a role. In other situations, an employer may be happy to overlook a minor criminal past.
- Dishonesty on Applications: Lying about your qualifications or experience can be a deal-breaker.
- Financial Instability: Serious credit issues may raise concerns about trustworthiness in handling company finances or cash belonging to customers.
- Performance Issues: Negative references or poor performance documented by previous employers could be a valid reason for ruling out a candidate.
- Unsuitable Associations: Candidates with extremist views on religion or politics might pose risks to the company’s reputation and affect how they deal with their colleagues.
Candidates might refuse to undergo a background check and does not necessarily mean they have something to hide. Many are concerned about privacy or are unsure about how the process works.
What Happens If a Candidate Fails a Background Check?
If a background check reveals information which calls an applicant’s character into question, it can be disappointing for both the employer and the candidate. Should this happen, the employer will follow these steps:
- Inform the Candidate: Legally, the employer must inform the candidate and provide a copy of the report showing the facts which have caused the failure.
- Dispute Rights: The candidate has the right to dispute the findings and provide additional context or evidence before a final hiring decision is made – it is rare, but background checks can get it wrong.
- Final Decision: The employer must make the final decision based on the circumstances, available information, and potential risks, taking into account any information provided by the candidate.
