Services FAQs

We cannot conduct any checks without first getting the explicit consent of the candidate in question. If the candidate is not willing to provide consent, then we cannot proceed.

Depending on the level and detail of screening and availability of referees, we aim to return completed UK reports within 3 to 10 working days. Some basic identity, UK credit checks and Basic DBS checks can be completed within 24 hours. International reports may take a little longer and the turnaround times will vary between countries.

A background check is a process where an individual’s personal, educational, employment, and criminal history records are reviewed and verified to assess their suitability for a particular purpose. It is commonly performed by employers to evaluate an individual’s trustworthiness, qualifications, and potential risks.

Yes. You can track the progress of reports 24/7 using our real time candidate tracker, which provides details of checks being carried out and the present status. Simply log into your account and click on the name of the relevant candidate. Any negative results are always reported directly to you.

Costs may vary according to the background checks required please contact us to discuss your individual requirements. We have no hidden costs, no setup fees and only charge for what we actually check.

It is for some industries and job roles. Our team is able to advise you on which checks must be undertaken in order for your company to adhere to legislation and remain compliant. For any employer in the UK, a Right to Work check is mandatory – you must ensure that a new employee is eligible to work in the UK. We can help you with this with our document validation service.

We are experts in obtaining references. Our experienced team is able to undertake this work on your behalf, requesting references and swiftly following up the request to ensure it is returned in a timely fashion. This offers a huge time saving benefit to your busy HR department who can then devote their time to other business issues rather than the time consuming job of chasing references.

We perform a variety of checks including pre-employment screening, education and qualification checks, credit checks, criminal records checks and much more. We are able to advice on which checks would be most appropriate for your organisation. Please see our full list of services.

There are several reasons why someone may fail a BPSS check. Providing false or misleading information during the application process can lead to a failed BPSS check

BPSS stands for Baseline Personnel Security Standard.

The BPSS is a minimum standard of background checks and security screening used in the United Kingdom. It is primarily employed for individuals working in government departments, government contractors, and other organisations that handle sensitive information or have access to secure facilities.

BPSS clearance is commonly required by government agencies, defence organisations, and other public sector bodies in the United Kingdom. It may also be required by private sector organisations that have contracts or partnerships with government entities and need to comply with security standards.

An employment credit check is considered a soft inquiry, which means it does not impact your credit score. Soft inquiries are only visible to you and do not have a negative effect on your creditworthiness.

An employment credit check, also known as an employment background check or pre-employment credit check, is a process where employers review a candidate’s credit history and credit score as part of their hiring process. It helps employers assess the financial responsibility and trustworthiness of potential employees.

Employers may conduct credit checks for various reasons. They are primarily interested in evaluating an applicant’s financial management skills, level of debt, and overall creditworthiness. Certain job roles, particularly those involving financial responsibilities or access to sensitive information, may require a higher level of scrutiny through credit checks.

The processing time for a criminal record check in the UK can vary. Basic checks are typically processed within a few days, while Standard and Enhanced checks may take several weeks, depending on the complexity of the application and the information required.

In the UK, there are three levels of criminal record checks provided by the DBS: Basic, Standard, and Enhanced. The level required depends on the nature of the role and the level of contact with vulnerable individuals. The Basic check provides information on unspent convictions, while the Standard and Enhanced checks include both spent and unspent convictions, as well as other relevant information held by local police forces.

A criminal record check, also known as a background check or police check, is a process used to gather information about an individual’s criminal history. It involves accessing various databases and records to determine if a person has been convicted of any crimes or has a criminal record.

Criminal record checks are available to all employers, regardless of industry, to help them make informed recruitment decisions and limit any potential risk to their business/reputation by employing the wrong person.

It has become common place now for employers to carry out criminal record checks on both potential and existing employees, and for some industries it is a legal requirement.

Yes. We are able to conduct international criminal checks through best local methods and can provide you with advice and guidance on the different regulations and availability in each country.

While there is no set expiry date for a criminal record check, we always recommend that employers renew the criminal records check every 12 months. Many of our clients adopt annual screening as best practice and to mitigate any potential risks. This is of particular importance for any regulated industries.

We perform all level of UK Criminal Checks: Basic Disclosure, Standard Disclosure and Enhanced Disclosure, plus Enhanced Disclosure including barred lists.

These checks are processed electronically directly with the service provider, ensuring timely and accurate submission of data.

We can also perform international criminal record checks, where the option is available, and use the best local methods in each country.

We always inform you immediately about any adverse information we discover.

Yes, education verification checks can be conducted internationally. However, the process may vary depending on the country and the educational institution involved. International education verification may require additional steps, such as language translations or authentication of documents.

Education verification is the process of verifying the educational qualifications and credentials of an individual. It involves confirming the educational institutions attended, degrees or certifications obtained, dates of attendance, areas of study, and other relevant educational details.

Education verification checks are conducted by employers to ensure the accuracy and validity of an individual’s educational claims. They are important in the hiring process to verify that candidates possess the required educational qualifications for a position and to prevent misrepresentation or fraudulent claims.

When conducting a background check on a prospective employee, it is generally recommended to verify their work history for the past 5 years. This time frame allows you to gain insight into the candidate’s recent employment experience, job stability, and relevant skills. However, the specific period you choose to check can vary depending on the requirements of the position, industry norms, and the employer’s discretion.

Checking a new employee’s work history over a specified period helps verify the accuracy and authenticity of the information provided by the candidate. Employers want to ensure that the candidate’s stated work experience, job titles, dates of employment, Gaps in employment and responsibilities align with the information provided in their CV or job application.

Investigating employment gaps can help employers identify any potential red flags or concerns. For example, a pattern of frequent or unexplained gaps in employment might indicate issues such as job hopping, inability to retain employment, or undisclosed reasons for leaving previous positions.

During an employment reference check, employers typically seek information about the candidate’s job title, dates of employment and job responsibilities.

An employment reference check is a process conducted by employers or hiring managers to verify information provided by a job applicant regarding their previous employment history. It typically involves contacting the applicant’s former employers or supervisors to gather information about the applicant’s job performance, skills, and experience.

Employment reference checks are important because they provide employers with valuable insights into a candidate’s past work experience and help verify the accuracy of the information provided in the application or during the interview process. They allow employers to assess a candidate’s skills, abilities, and work ethic, helping them make informed hiring decisions.

The specific information required for identity verification checks can vary depending on the context and purpose of the check. Typically, it includes personal details such as full name, date of birth, address, and identification documents like passports, driver’s licenses, or national identity cards.

Identity verification checks are conducted for various reasons. They are often used by organisations and businesses during onboarding processes, financial transactions, access to secure systems or facilities, and compliance with regulatory requirements. The purpose is to prevent identity theft, fraud, and unauthorized access.

Identity verification checks are processes used to confirm the identity of an individual. These checks involve comparing the personal information and documents provided by an individual against trusted and reliable sources to ensure that the person is who they claim to be.

The requirement to provide a regulated reference applies to the regulated firms themselves, not necessarily to individual employers. In other words, if you are seeking a reference from a regulated financial institution, they would be obliged to provide it under FCA rules.

The FCA Handbook (SYSC 22.2) states that a firm should respond to a reference request within six weeks. The six-week timeframe is a general guideline, and it may be extended if both parties agree to a longer period.

We would obtain standard employment references in this scenario.

When conducting social media background checks in-house, you expose yourself to claims of bias because you cannot “unsee” any protected characteristic information. Using an independent expert third party is more consistent, faster and compliant.

We can turnaround social media reports in 48 hours.

Social media checks refer to the practice of reviewing an individual’s online presence and activity on social media platforms as part of the pre-employment screening process. Employers may conduct these checks to gather additional information about a candidate, assess their character, conduct, and suitability for the role.