Reviewing publicly available sources, social media screening evaluates and flags any adverse content posted by, or associated with a candidate, focussing on a number of factors. These include racism, sexism, hate speech, drug use, general criminality, and any other risk categories that an organisation may deem as indicating unsuitability for the position applied for or incompatibility with the culture and values of the organisation.
Using cutting edge matching algorithms, we can check your candidates against over 2,000 international sanctions, PEP's and watch-lists to ensure your business is secured against insider threat and complies with relevant AML regulations.
Right to Work checks are a requirement for any employer prior to commencement of service for staff. This is a non-transferrable statutory obligation enforced by the Home Office and carries risk of significant fines and even criminal prosecution if not undertaken appropriately.
There are two core elements to what most organisations refer to as an employment reference check: employment verification (date and role confirmation from previous employer) and substantive referencing (meaningful commentary on conduct and competence of individual being referenced). Many organisations not required to by statutory or regulatory obligation will opt to satisfy just the former when they should be mindful of both.
It is essential to not only verify that an individual is qualified to occupy a particular role but also to conduct Professional Registration checks to ensure that they hold valid Professional Registration with their fields governing body or regulator.
Either as best practice or due to statutory/regulatory obligation, many job roles require police checks such as a DBS check to ensure that the candidate does not have criminal convictions the nature of which would preclude them from taking up a position in a given industry. There are a number of organisations within the UK which exercise this statutory function including the Disclosure & Barring Service (DBS), Disclosure Scotland, and Access NI.
Our Occupational Health team provides fitness to work assessments and certifications for over 9,000 individuals a year. We provide an equitable, accessible and impartial service that contributes to improved organisational productivity for our clients.
International Employee Screening essential for visa applications, volunteering abroad, working with children or vulnerable adults and of course for screening candidates for their roles. Overseas checks are more than just a criminal check, they can be anything from qualification checks, international credit checks, fraud, sanction and international police checks, all the way through to adverse media checks.
Verifying the identity of the individual being screened to an acceptable level of assurance is a foundational element of any screening process. Any and all checks conducted as part of the screening process are predicated on the principle that the individual being checked is who they say they are. As such, any flaw or omission in employee ID verification would compromise any further screening conducted.
Whether for a qualification specific and relevant to a role, or simply to establish that a benchmark of educational attainment has been met, education/qualification checks are an important part of establishing whether an invividual is suitable for a role for which they have applied.
For individuals who may be required to drive in their role, DVLA checks are a simple yet effective solution to ensure the suitability and reliability of an individual. Checking the validity of an individual's driving license, any penalty points, impaired charges, speeding and other offences listed on their records is a valuble control for people applying or occupying a position.