If you’re in HR then it is vital that you know about DBS Checks (previously CRB checks) and how you can use them to ensure that you hire the right individuals and maintain a safe workplace. This guide will walk you through everything you need to know, from what disclosure is to how much it costs and the turnaround time on these checks.
What is Disclosure and Why is it Important?
In the very simplest of explanations, disclosure documents exist to verify an applicant’s response to the question of “Do you have any criminal convictions?” There are several different checks available to find out more about the individual, from pre-employment screening to Enhanced DBS checks, which give you varying levels of information on the applicant.
Types of Disclosure
There are four types of Disclosure and Barring Service checks, which are:
- Basic – the name reveals all as it contains basic information such as any unspent convictions. This type of disclosure is available for all sorts of employment.
- Standard – this search reveals spent and unspent convictions of the individual in question as well as any cautions, reprimands and final warnings.
- Enhanced – This check reveals the same material as the standard check as well as any information held by the local police that is deemed relevant to the position being applied for. This can take up to four weeks to be returned unless done online, in which case the process is much quicker.
- Enhanced with List Checks – these are the same details as the enhanced checks, but also provide you with a DBS barred list. More information on the barred lists can be found here.
Depending on the working environment that you are managing, you will need to carry out different levels of checks. Basic and Standard checks can be requested for any type of job application and should definitely be filed where the job entails any sort of responsibility. Enhanced checks will be required in any position that involved working with children or vulnerable groups.
How Long is a Disclosure Document Valid for?
Due to the nature of the system, a disclosure is only valid for the date up to when it was issued. This means that you need to issue a new disclosure request from potential or existing employees to ensure that it is as up to date as possible.
It is also possible to sign up the individual for an update check, which runs the information through the system on a regular basis – normally weekly – at no extra cost. This is an excellent tool for any HR manager in charge of many staff who work in areas that involves children or vulnerable groups.
Screening Before Hiring
Another important tool in any HR Manager’s tool belt is the employment referencing checks. This acts as a one stop shop for ensuring that everything the candidate has told you is factual. Some of the things that are included in this check are:
- Criminal Record Checks – national and international if relevant
- Employment history and referencing checks
- Confirmation of professional qualifications
- Security checks
- Counter-terrorism checks
- Driving history and convictions
- Credit checks
- Identity checks
- Passport and driving licence validation
- Rights to work
This will give you all the information you need to make sure that you hire the right person first time, saving a lot of wasted time and money during the hiring process. Carrying out this type of check is vital for top level positions, as it is estimated that around 80% of candidates provide inaccurate or false information on their CV.