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Screening candidates for a job interview is something that every company should do during the recruitment process. The purpose of background checks is to give you complete confidence in the people you are hiring. Because your employees are the most important investment you can make. Ultimately, investing in the wrong people can cost your company a lot of time and money.

Recommended checks for screening candidates include things like criminal checks, identity checks, credit checks, previous work references, education and qualification checks, and even screening a candidate’s socio-political beliefs.

Not only do these checks confirm workers are who they say they are, but the right precautions will keep your clients, staff and business safe from potential threats.

Here are the top reasons you should be screening employees:

1. Fraud Prevention
   More than half of all applicants will lie on their CV or on their job application. This means that it can be very easy to hire unqualified or unsuitable people if you don’t conduct background checks during the interview stage.The most common areas of fraud are things such as past employment, qualifications and skills, as well as job titles and responsibilities. These are areas that often get embellished, because applicants don’t think prospective employers will look into them.Fraud can be detrimental in many ways. It can impact on productivity, quality of work and service, and can affect everyone from your customers to other members of staff. Over time, it can seriously damage the growth of your business. Pre-employments checks can help to avoid regrettable hiring mistakes, saving your company time and money.
2. Data Security
   With the introduction of GDPR, as well as the growth of mobile usage and connected devices through IoT (Internet of Things), the way we capture and store data is more important than ever. Not just for the purpose of legal compliance, but to provide maximum protection for the information belonging to your customers.Almost half of all data breaches come from an insider threat, and half of those are intentional. Security can be a major problem in today’s technologically advanced world, and businesses need to have measures in place to prevent intelligence theft and data loss.Screening candidates and doing criminal record checks is essential for any business that handles a high volume of customer data. This isn’t just applicable to new employees either. For any members of staff moving into a role of higher responsibility, or a position where they will be accessing sensitive information, screening is critical.
3. Reputation Management
   Things such as data theft can really damage your brand’s reputation. As much as 70% of customers would not do business with a company after a data breach.Damage control is costly, so the best form of reputation management is prevention. There are lots of security protocols you can put into place, and screening employees should be the very first step.Another way that unscreened employees can impact reputation is poor, insufficient or inappropriate representation of your brand. It’s good to know more about the people who are acting as the face or voice of your company. This is why periodic background checks of both new and existing staff members are so important.
4. Protecting Your Workforce
   The purpose of background checks isn’t just to protect your business – it’s to protect your workers too. As an employer, you have a responsibility to ensure that everyone who is associated with your business is protected from threats. This includes your staff and any contractors.Fraud and criminal background checks are imperative, particularly with today’s fraught political landscape. Socio-economic strains from Brexit and increasing threats of terrorism mean that it’s important to be sensitive to different ethnic, religious and political groups.Creating an open, honest work environment where colleagues are accepting of everyone’s background, religion and political views is something every business should aim for. Extremism in any form should be flagged, and thorough checks can help you detect problems before they occur.Due diligence screening will also safeguard your workforce from problems of bullying, discrimination, acts of violence or sexual harassment. Having zero tolerance against bad behaviour will improve morale, resulting in a much happier workforce and better staff retention.
5. Legal Compliance
   One of the biggest problems to manage in any business is non-compliance. For businesses in the process of scaling, it can be particularly difficult to supervise everyone. In industries that are bound by regulatory bodies, this can be a growing issue. But one of the easiest ways to prevent problems in the first place is to hire qualified and experienced managers. By screening candidates for a job at executive level, you can avoid employing untrustworthy people or those with inadequate skills to look after a team.As an employer, you also need to ensure that your employees have the legal right to work for you. Knowingly employing illegal workers is a criminal offence, with a maximum prison sentence of five years. Employers who fail to carry out checks will face a penalty of up to £20,000 (per illegal worker).When checking a candidate’s right to work in the UK, be sure to check the following:- The type of work they are permitted to do
   – How long they are allowed to work in the UK for

   For businesses in the security industry that are regulated by the SIA (Security Industry Authority), you will need to conduct the necessary BS7858 security checks for every candidate.
   Due to the significant threat of international terrorism, there are now also rigorous screening rules and background checks within aviation. It is essential to stay up-to-date with the regulatory boards and latest legal changes for your specific business sector.

   Find out more about Procius background checks for your organisation today.

More and more employers are using social media as a valuable tool for sourcing and recruiting prospective candidates. Social networking allows organisations to build their employment brand and awareness to target top talent in a large range of skill sets, and improve the effectiveness of their recruiting efforts.

So it seems inevitable that the percentage of employers checking online information will grow as using online social media becomes further entrenched in the fabric of social networking and job searching. But what role does it play when it comes to background checking?

Social media sites such as LinkedIn, Twitter and Facebook are valuable resources for identifying qualified candidates and communicating with and recruiting applicants to fill positions. However, the risk employers need to understand, when using social media as part of their recruiting process, occurs when the process moves from sourcing to screening candidates.

Checking out a candidate’s online presence? Proceed with caution

There are all sorts of good reasons you might want to research an applicant online by checking out their Facebook page, blog, Twitter messages, etc. Your intent might be innocent and entirely professional. You could be looking to confirm that the information in their CV is the same as they’ve posted online and highlighting any discrepancies would raise red flags for you that you’d want to investigate further.

The difficulty occurs when information provided on social media sites is used to screen or explicitly eliminate a candidate from consideration. This elimination, when based on data found through social media content, opens the employer to the potential risks of liability, discrimination claims, and non-compliance with regulations.

There are a variety of “protected characteristics,” such as age, race, religion, medical history and nationality that employers can’t consider when deciding whether to hire someone. Employers that do base hiring decisions on that type of information can be sued and it’s these characteristics that are often publicly available on an individual’s social media profiles.

In summary, if you want to improve your hiring decisions and make sure your new recruits are who they say they are never try to screen them yourselves but work with a specialist partner that will ensure you are legally compliant.

Procius, Mitie’s employee screening and vetting company, has launched a revolutionary new app-based right to work (RTW) checking system powered by KPMG which will support businesses in ensuring they comply with Home Office/Immigration Service requirements.

The app is the first of its kind and will give Procius’ clients access to a managed RTW service that will enable recruiting managers to complete a right to work check using a mobile device. The app will detail the specific requirements for particular individuals at the time of interview, and capture signed confirmation of documentation. Upon completion the documentation is checked by Procius’ specialist RTW agents providing an additional layer of assurance and governance with results then communicated back to the app of the recruiting manager.

KPMG’s specialist immigration advisory and IT development teams have worked with Procius to develop this innovative solution that allows for all documentation to be held in a central repository, undertakes checks against RFID/NFC chips and MRZ codes, and provides storage of signed authorities. Additionally, the system will support Procius and its clients in recording dates for rechecking requirements with the capability to push tasks down for completion by line managers in the field, all supporting businesses in ensuring they comply with the statutory excuse requirements of the Home Office.

Darren Gamage, Technology Development Director, Mitie said:

“The effective management of Right to Work is a critical issue for all UK employers, and the risks associated with either failing to undertake checks at the time of individuals joining or when their visas or status is due to change are significant. Our relationship with KPMG has allowed us to work with them to develop a highly flexible app and back-end database that allows us to support customers in managing this risk whilst also significantly reducing the paper burdens of traditional processes. The rich functionality of the app provides recruiting managers across all sectors with information on the specific documentation that they need to capture and verify whilst also getting the added reassurance of automated verification checks and manual review by our experienced vetting teams.”

Commenting, Matthew Hunnybun from KPMG said:

“Compliance and risk mitigation are at the top of all employers’ agendas. We know from experience that businesses are continually looking for support from their suppliers and advisors on how to deal with changes in legislation and keep up-to-date with best practice. We are delighted to be working with Procius on technology that gives employers comfort that they are conducting Right to Work checks in line with legislation in a modern and efficient way. With further complexities on the immigration horizon following the recent referendum result, we expect employers will take advantage of the app as part of a robust on-boarding process.”

Procius has been selected by TeamSport, the UKs, No1 Indoor Go Karting, to support its background checking needs.

TeamSport has previously outsourced its background screening but in a comprehensive review of its on-boarding process, wanted a supplier that could offer a streamline and transparent solution which could also support the growing needs of the business.

The contract will see Procius completing checks on new staff at all of TeamSport tracks in addition to those being recruited at their Head Office in Farnham.

Paul Clifford, Head of Sales – Mitie Vetting Services commented:
“We are delighted to be working with TeamSport on what is a really exciting opportunity. Procius are seeing more and more clients in various sectors realising the importance of the integrity of the people they are employing in whatever sector they operate.”

Laura Thomas, Head of Recruitment at TeamSport added:
“I’ve been really impressed with Procius from the initial fact finding call, through to the presentation of their services and the installation of the referencing platform itself. Procius offers an easy to use system that has been tailored to the needs of TeamSport and has already resulted in time savings for us. I would happily recommend Paul and the team to other potential users.”

The form of authority can now be completed online. No longer will the client or applicant be required to print, sign and upload a PDF version. Instead, the individual will already have signed a declaration and will then tick a box, which automatically creates a PDF version of the form.

Paper forms can still be uploaded by the client, however as this is usually left for the applicant to do therefore, this new method will be of more benefit to the applicant.

Mitie, the FTSE 250 strategic outsourcing company, has appointed Lisa Thomas as its director of vetting services. The appointment follows Mitie’s acquisition of Procius, a specialist in pre-employment screening and vetting for the aviation and transport industries.

Lisa, who has previously held senior Human Resources (HR) roles within Mitie, will focus on growing Procius within the aviation and general sectors. Thomas will also be responsible for UKCRBs, a Mitie-owned vetting organisation with expertise in Disclosure and Barring Service (DBS) and Disclosure Scotland background checks.

Speaking about her new role, Lisa commented:

“This is a really exciting opportunity for me. I’m looking forward to growing Mitie’s vetting services and bringing a comprehensive employee screening and vetting service to our clients. We already have sector specialism in the aviation sector and I plan to mirror this for all sectors.”

Darren Gamage, Managing Director of Technology Services at Mitie Total Security Management, added:

“As our employee screening and vetting business grows it’s critical that we have the right person leading the businesses. With Lisa’s strong HR background I know that she will be a great asset. Lisa brings an in-depth understanding of both the HR decision-maker and employee screening to this role.”

Mitie announced it has also gained ISO 27001 certification for information security management, which covers Mitie’s employee screening and vetting services.

Mitie Group plc (“Mitie”), the strategic outsourcing company is pleased to announce that it has acquired Procius Limited (“Procius”), a leading UK pre-employment screening company, from the management team.

Procius is a specialist in pre-employment screening and vetting, and has particular expertise in the aviation and transportation sectors.

This acquisition will provide Mitie’s Total Security Management business with additional niche capability and support its growth as one of the UK’s largest providers of pre-employment screening, competency management and criminal records checking services.

The combined business has over 3,000 customers across all sectors. The acquisition will add an operational hub in Basingstoke to Mitie’s well established PeopleCert and UKCRBs businesses which are located at MiTec (Mitie’s technology hub in Northern Ireland).

Ruby McGregor-Smith CBE, Mitie’s Chief Executive, said:

“I am delighted to welcome the Procius employees to our rapidly growing screening and vetting business. This acquisition will significantly enhance the services that we offer to our customers, particularly in the aviation and transport sectors.”

The recent headline in the Daily Mail Newspaper reported, “Hundreds of ambulance workers were employed without checks on their criminal records…North East Ambulance NHS Foundation failed to check 388 workers. 14 workers were suspended after their criminal backgrounds were discovered. But another 17 left without ever being subjected to criminal check…” – Link to full article below.

Headlines like this are not good for an NHS Trust’s reputation or for the confidence of the thousands of people they serve.

Ensuring the hiring of trustworthy employees is a complex task. The regulation for DBS clearance for employees working with children and/or vulnerable adults is clear for new recruits, but can become confusing with regard to current employees and volunteers. Confusion can arise from not knowing which employees require to be periodically checked, or if a check is required for a transfer within an organisation.

The recent article on the North East Ambulance NHS Foundation follows their ‘DBS/CRB Employment Checks – Position Statement’, which was produced at the beginning of 2014. The issues highlighted in the statement include:

4. Problems identified recently
4.1 Deficiencies in assurances regarding employee checks undertaken on appointment and the 3-year rolling programme were identified as a result of an assessment of HR capacity as part of a wider service review.

 Issue 1: No record of DBS check undertaken on appointment
4.3 It was identified from a report drawn from the Electronic Staff Record system (ESR) that 388 employees were assigned to roles that required a DBS check but no record of a check being undertaken was recorded on the system, primarily in PTS and Emergency Care service lines.

Issue 2: 3-Year Rolling Programme
4.7 It was identified that the 3-year rolling programme of checks for current employees had not been effectively implemented, nor the process embedded, and was substantially behind schedule.” – Link to full report below

These types of issues are not exclusive to North East Ambulance Service and can be easily resolved. At Procius we successfully work with Healthcare and Local Authorities streamlining their background checking process. Our proven service ensures compliance and reduces the risk of unsuitable employees slipping through the net. Our service allows our clients peace of mind to focus on their core business needs.

TYPES OF CHECKS WE PROCESS

• DBS/Basic Disclosures (eBulk)
• Overseas criminal record checks
• Referencing (including gap periods)
• Education
• Qualification/professional membership checks

In addition we offer a ‘Managed DBS update service’, keeping your records up to date and safeguarding patients, staff and the public.

THE BENEFITS OF OUR SERVICE

• Complete transparency with 24/7 online access and live status updates
• Immediate alerts of abnormal results to safeguard against bad hires
• Integration with your HR platform removing manual inputting of results (where possible)
• Instant audit trail and tracking notes of all screening activity
• Integrated to key bureaus (Disclosure Scotland, DBS, Equifax and more)
• Easy management of multiple checks on a large scale
• Segment new employees by position or location
• Branded interface on applicant’s portal

OUR CUSTOMERS’ WORDS
“Procius have helped achieve a more efficient and streamlined CRB application process for Ealing Council. Ealing Council staff (including schools) have given excellent feedback on how easy the system is to use, and how helpful and supportive the team at Procius are. Ealing Council would have no hesitation in recommending the services to other local authorities/businesses.”

DID YOU KNOW?
You can run our service alongside your current background checking method, either as a trial to see how we compare or simply as a backup support service.

CONTACT US
If you feel you could benefit from our expertise and would like to resolve any issues that you may be experiencing with your background checking process, please talk to us today on 01256 487 887

FURTHER LINKS

• Link to Daily Mail see full article >
  
• Link to Full North East Ambulance Service Position Statement >

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