Including DBS Checks (formerly a CRB check) into your recruitment process will ensure you hire trustworthy people. It will also weed out any dishonest applicants trying to hide their past criminal record.
Positions that come into contact with Children or Vulnerable Adults will typically require an Enhanced DBS check. But a Basic DBS check can still be carried out for jobs that need a better recruitment practice.
Peace of Mind
DBS checks allow employers to weed out dishonest applicants and those with something to hide. Including them as part of the application process can help you to focus on finding the best candidates for your open roles. You can also use them to avoid hiring people who may cause harm or have a shady background that could affect other employees, clients, and customers.
When it comes to hiring tools for managers, integrating DBS checks into your recruitment strategy becomes indispensable. In addition, by making DBS checks a mandatory step in the application process, you can ensure candidates stay in your interview process because they need a clean record. This allows you to save time and resources by interviewing only those serious about getting the job.
While every employer has a legal right to request basic DBS checks, they can’t ask for standard or enhanced level disclosures unless their role meets the eligibility criteria set out in the Rehabilitation of Offenders Act 1974 (Exceptions Order). Requesting a higher-level check than is legally allowed is against the law.
As a result, you should only request DBS checks for roles that involve working directly with children or vulnerable adults. This includes teachers, care workers, and social workers but does not include shop workers or cleaners. It’s more likely that those working with vulnerable groups would be eligible for an Enhanced DBS check than those working in other professions.
DBS checks (previously CRB checks) help organizations determine whether a job applicant, employee, or volunteer is suitable to work with children and vulnerable adults. These checks can reveal past convictions, cautions, warnings, and reprimands. They also show any unspent convictions which have yet to be filtered out.
Although there is no legal requirement to carry out a DBS check before hiring someone, they can improve your organization’s safety. This is especially important if you work with young people or vulnerable adults.
A basic DBS check can be run for anyone – including volunteers. It costs PS18 to apply, and a debit or credit card can make payment. Alternatively, the applicant can forward the payment link to someone else to complete the price later.
When carrying out a DBS check, you must decide how the information is used and what steps you will take to protect the applicants’ privacy and adhere to the DBS code of practice. You must also follow your umbrella body’s policy on DBS checks.
DBS checks are vital for those who work directly with vulnerable people or whose roles could impact national security. This includes those in the health and social care sector and those whose jobs could affect children or adults. DBS checks can reveal details of crimes committed by an individual, so a business can be confident they are not hiring a known violent offender. They can also show details of an applicant’s reprimands, warnings, or disqualifications.
This is where the expertise of a reputable recruitment agency in Wrexham becomes invaluable. Navigating through the complexities of background checks and understanding the nuances of individual cases requires a specialized approach. The right agency can facilitate the DBS check process, providing businesses with the confidence that their hiring decisions align with legal and ethical considerations.
However, it is essential to remember that not all ex-offenders are unsafe, and many crimes will have been committed some time ago. The information revealed on a DBS check should be treated with sensitivity and should never lead to discrimination in the workplace.
It is also important to note that only an employer or Responsible Organisation can request a basic DBS check on behalf of an employee or potential employee. Individuals cannot order their own DBS checks, and it is against the law to ask an individual to reveal more than they legally need to know about their criminal history. Businesses must hire a reputable DBS-registered company, as they must legally adhere strictly to the DBS Conditions of Registration. This guarantees that all DBS checks an employer, or Responsible Organisation requests are legally compliant.
Formerly known as CRB checks, the Disclosure and Barring Service (DBS) helps employers make safer recruitment decisions. These criminal record checks determine if individuals are fit to work in positions that involve children and vulnerable adults in England and Wales. These roles include teachers, healthcare workers, and anyone who works in a position responsible for the safety of children or adults.
The required DBS check level will depend on what the role entails. For example, an employee who is responsible for the care of elderly patients may require an enhanced DBS check with a barred list check. Positions that significantly impact the community or national security may also need a higher level of DBS check.
A DBS check will reveal any spent or unspent convictions, cautions, warnings, reprimands, and other relevant details recorded on the applicant’s local police force’s database. This information can then be accessed by the employer or organization that is hiring the individual.
Those conducting DBS checks must ensure they are keeping up to date with the government’s regulations for this type of background check. This is why employers need to find a DBS-registered company that is current on the latest rules and guidelines regarding this type of vetting check.