Employment Screening FAQs
Our Employment Screening FAQs provide clear and concise answers to common questions about the screening process. Whether you're an employer looking to understand legal requirements, a job applicant seeking to know what to expect, or a background check professional aiming to stay updated, these FAQs address key topics such as the types of checks available, the legal implications, and best practices for conducting thorough and fair screenings. By exploring these frequently asked questions, you'll gain valuable insights into how employment screening can help maintain a secure and trustworthy work environment.
Frequently Asked Questions for Candidates
Frequently Asked Questions for Employers
A background check is a process used to verify a candidate’s qualifications, work history, criminal record, and other relevant information as part of the hiring process.
Background checks are typically conducted to ensure that candidates meet the qualifications and standards required for the position and to assess any potential risks.
The background check may include verification of employment history, educational qualifications, criminal record, credit history, and professional licenses.
The duration of a background check can vary depending on the complexity of the check and the availability of information, but it generally takes anywhere from a few days to a couple of weeks.
Yes, if there are any significant issues or discrepancies, you will typically be informed and may be given an opportunity to provide additional information or clarification.
If you discover an error, you should promptly contact RiskReduct or the entity conducting the background check to dispute the error and provide any necessary documentation to correct it.
RiskReduct adheres to strict data protection and privacy policies to ensure that your personal information is securely handled and confidential.
Yes, you must provide written consent for a background check to be conducted. This consent is often part of the application or hiring process.
While you can withdraw your consent, it may affect your application or hiring process as the background check is a standard part of evaluating candidates.
If the background check reveals unfavorable information, it will be reviewed in context. Employers must follow specific procedures, including providing you with a copy of the report and an opportunity to address the findings before making a final decision.
Not necessarily. The relevance of a criminal record depends on the nature of the job and the specifics of the record. Employers will assess this on a case-by-case basis.
Ensure that all the information you provide is accurate and up-to-date. It’s also helpful to review your own records (e.g., criminal, credit) to address any potential issues beforehand.
Background checks may involve checking records in multiple jurisdictions. Make sure to provide accurate and complete addresses where you have lived or worked.
Typically, you will receive a summary or notification of the results through the employer or directly from RiskReduct, depending on the process in place.
RiskReduct acts as a data processor, meaning the responsibility for data retention lies with the data controller, typically the employer who requested the background screening. We recommend that background screening data be retained for a period of 6 months..
You can usually request a copy of the report, especially if there are issues or if it’s required for your review or dispute process.
Generally, the fees for the background check are covered by the employer or the company requesting the check. However, if you are asked to pay, clarify this with RiskReduct or the hiring company.
Background checks are conducted in compliance with privacy laws and regulations. Your information is handled with confidentiality and used only for the intended purpose.
Employment screening helps UK employers make informed hiring decisions, maintain workplace safety, ensure compliance with legal obligations, and protect the organisation from potential risks.
Common checks include Disclosure and Barring Service (DBS) checks, employment history verification, educational qualifications verification, and professional reference checks etc.
Legal requirements include compliance with the Data Protection Act 2018 and GDPR for data privacy, as well as adhering to specific guidelines for DBS checks and other background checks.
Employers must obtain explicit consent from candidates before conducting background checks. This involves informing candidates about the nature of the checks and obtaining their written agreement.
Yes, employers can conduct background checks on current employees, but they must follow similar procedures as for new recruits, including obtaining consent and providing appropriate notifications.
Employers should carefully review the information, consider its relevance to the job role, and follow procedures for adverse action, including informing the candidate and allowing them to respond or correct any inaccuracies.
Risks include legal consequences for non-compliance with data protection laws, potential claims of discrimination, and damage to the employer's reputation if the screening process is mishandled.
RiskReduct implement consistent procedures. We ensure transparency, and regularly review our processes to adhere to legal standards and best practices.
The timeframe varies based on the type and depth of the checks. Basic checks may be completed in a few hours or days, while more detailed investigations could take several weeks.
Employers should provide the candidate with a copy of the report, allow them to challenge or correct inaccuracies, and reassess their hiring decision based on the corrected information.
Cyber Essentials is a UK government-backed scheme that sets out basic security measures to protect against cyber threats.
RiskReduct ensures that our employment screening processes and systems are compliant with Cyber Essentials to safeguard sensitive information.
Failing to comply with Cyber Essentials can expose RiskReduct to increased risks of cyber-attacks and data breaches,
potentially compromising sensitive candidate information and impacting overall data security.