Pre-employment Screening - Axiom Screening

Pre-Employment Screening in the UK

Pre-employment screening is a critical step in the recruitment process, allowing employers to verify a candidate’s background, qualifications, and suitability for a role. It helps mitigate risks, ensure compliance with regulations, and promote safer workplaces.

In the UK, screening practices are governed by laws such as the Rehabilitation of Offenders Act 1974, GDPR/data protection rules, and sector-specific requirements from bodies like the Disclosure and Barring Service (DBS) and the Civil Aviation Authority (CAA).

Why Is Pre-Employment Screening Important?

Risk Reduction: Identifies potential issues such as criminal history, falsified qualifications, or employment gaps that could pose risks.
Regulatory Compliance: Mandatory in regulated sectors (e.g., aviation, healthcare, education, finance, government contracts).
Safer Recruitment: Protects employees, customers, vulnerable groups, and organisational reputation.
Informed Decisions: Provides objective data alongside interviews and references.
Equality and Fairness: When conducted consistently and proportionately, it supports non-discriminatory hiring.

Common Components of Pre-Employment Screening

A typical screening package may include several checks, tailored to the role’s risk level:

Identity and Right to Work Verification Confirmation of identity using official documents (passport, driving licence, etc.) and legal eligibility to work in the UK. Essential for all roles to comply with immigration laws and prevent illegal working.
Criminal Record Checks
- Basic DBS: Discloses unspent convictions – suitable for general roles.
- Standard DBS: Spent and unspent convictions plus cautions – for specific trusted positions.
- Enhanced DBS: Most detailed, including local police information and barred list checks – required for work with children or vulnerable adults. Overseas criminality certificates may be needed for candidates with international history.
Employment and Education History Verification Direct confirmation of previous roles, dates, job titles, and reasons for leaving (typically covering 3–5 years). Verification of academic and professional qualifications.
Reference Checks Professional and character references to assess performance, reliability, and conduct.
Financial Checks Credit history, county court judgements (CCJs), bankruptcy, or adverse financial information – common in financial services or roles handling money.
Additional Sector-Specific Checks
- BPSS (Baseline Personnel Security Standard): Identity, employment history, basic criminal, and right to work – required for government-related roles.
- Counter-Terrorist Checks (CTC) and higher clearances: For aviation, defence, or national security positions.
- Driving Licence Checks: For roles requiring driving.
- Sanctions and Adverse Media Screening: Checks against global watchlists and negative news.

The Screening Process Step-by-Step

Role Risk Assessment – Determine required checks based on job duties and regulations.
Candidate Consent – Obtain explicit written consent (mandatory under data protection law).
Data Collection – Candidate completes forms and provides documentation.
Verification – Checks conducted by the employer or a specialist provider.
Review Results – Assess findings fairly and consistently.
Decision and Feedback – Inform the candidate of outcomes where required.

Processing times vary: simple checks can take days; comprehensive packages often 1–4 weeks.

Legal and Best Practice Considerations

Proportionality: Checks must be relevant to the role – over-checking can be discriminatory.
Data Protection: Handle information securely and retain only as long as necessary.
Rehabilitation of Offenders: Candidates with spent convictions do not need to disclose them for most roles.
Equality Act 2010: Avoid indirect discrimination and make reasonable adjustments.
Accuracy Disputes: Candidates have the right to challenge incorrect information.

Benefits for Employers and Candidates

Employers gain confidence in their workforce, reduced turnover, and legal protection. Candidates benefit from a transparent process that demonstrates organisational professionalism.

Pre-employment screening is not about excluding people unnecessarily but about building trust and safety from day one.

At Axiom, we offer tailored pre-employment screening solutions, from basic Right to Work checks to full aviation, BPSS, and DBS packages. Our compliant, efficient service supports organisations across all sectors.