Why Screen Employees?
Employment screening is the process of determining whether or not an individual is suitable for a given position. This includes individuals who are moving between job roles within an organisation.
During the recruitment process, your business needs to be confident in the candidates you hire. With our pre-employment screening process and background checks, you reduce your company’s exposure to risk. Vero’s full employment screening helps employers make the right hiring decision, the first time. Our Candidate background screening service gives your company the tools you need to:
- Vouch for the honesty and experience of your potential employee and candidates.
- Protect the security and integrity of your data, and systems.
- Comply with professional standards and statutory requirements in your industry.
- Minimise risk and prevent damage to your company’s reputation.
- Promote a culture of honesty and integrity, between yourself as an employer and your staff.
Why outsource background screening?
If your business is hiring new members of staff internationally or has prospective employees who have lived or worked abroad, you’ll have access to our language capabilities and extensive network of in-country background screening experts.
Our specialists will ensure the full screening, pre-employment vetting, recruitment and onboarding process is rigorous but, at the same time adheres to local data protection laws and respects cultural norms.
Our implementation team will work with your business to integrate our proprietary technology with your broader recruitment/hiring process – giving you access to an industry-leading candidate background screening solution.
A Consultative Approach.
By working closely with your company, listening to you and understanding your industry, Vero builds a pre-employment screening process and background checking service tailored to your needs. We are ISO 27001 certified, this makes it possible for us to develop an approach that minimises risk and ensures legal and regulatory compliance for clients from a wide range of business sectors.
Our Complementary Services.
In addition to standard pre-employment background screening checks, Vero can also support you with the following complimentary services:
Ongoing Monitoring and Employment Screening
also referred to as annual background checks or ‘re-screening’ of employees.
Retrospective Employment Screening
aligning existing employees with company-wide employment screening policy.
Top-up Employment Screening
delivering continued compliance for internally mobile personnel.
Leaver Employment References
providing instant and time-efficient employment verifications for HR.
We develop an approach that minimises risk and ensures compliance for clients.
Our relationship with you and your employment candidates is important to us and every aspect of our service has been carefully designed to deliver a personalised, positive experience for business leaders, hiring managers and HR teams alike.
Our Global Reach.
Placing pre-employment and background screening in a global context is especially pertinent given the internationally mobile workforce and compliance landscape of today.
Vero has an extensive global reach, local language capabilities and a fully time-zoned model. Our extensive research, best practice and experience overseas enable us to support businesses and human resource departments with global job applicant and employee screening policies, who have specific legal requirements or are legally required to demonstrate compliance with local data protection legislation, employment law and cultural considerations, in each of their hiring locations.
Our Screening Services.
Our background screening services are designed to mitigate risk during the hiring process and provide ongoing support throughout the employee lifecycle.
From pre-employment screening checks to ongoing monitoring and issuing leaver references. With sector-specific expertise and global reach, we place great importance on understanding the specific risk profile and cultural context of your organisation.
Although certain checks are not required by law, you should still consider every possible scenario. Our focus is on ensuring your business can achieve legal and regulatory compliance by implementing an effective and consistent approach to pre-employment and background screening and related services such as reference checks, DBS checks (Disclosure and Barring Service if working with vulnerable adults or children), candidate’s qualifications, employment dates, prior disciplinary actions, credit history, credit checks and right to work checks.
Criminal Record Checks.
The information obtained from a CRC is highly sensitive
Access to criminal records checks is strictly controlled in the United Kingdom. By engaging Vero to manage the criminal record check process, your business will be able to make better informed and lower risk recruitment/hiring decisions. This is especially important when working within regulated industries or working with vulnerable groups and vulnerable people.
Social Media Checks.
Assess cultural fit and mitigate risk with this supplementary pre-employment screening procedure.
With clients increasingly looking to include social media searches and online checks in their pre-employment screening packages, we’re pleased to announce Vero is now partnering with Neotas to offer this service.
Our Services
UK Electoral Roll Check
What is a UK Electoral Roll Check?
A UK electoral roll check is typically run in conjunction with the UK credit check during the employment screening process. This confirms whether or not the address your job applicants/candidates provided, is a valid UK address. It also determines whether or not the candidate is listed on the publicly available (also referred to as ‘open’) electoral roll as living at that address.
Why do a UK Electoral Roll Check?
This check may reveal additional addresses, withheld by the candidate in order to conceal adverse credit information.
UK Credit Check
What is a UK Financial Integrity Check?
Also referred to as credit checks or civil litigation checks, these reveal any county court judgments (CCJs), bankruptcies, individual voluntary arrangements (IVAs), decrees and sequestration orders for the job applicant. The check generally spans the last six years — the maximum time county court judgments (CCJs) remain publicly available.
Why do a UK Financial Integrity Check?
An assessment of an individual’s credit check/financial standing is in some instances regulatory or legal requirement. In other instances, a financial integrity check forms part of a broader assessment of the individual’s suitability for their role and responsibilities.
International Financial Integrity Check
What is an International Financial Integrity Check?
An international credit/financial integrity check covers the same ground as a UK credit check — bankruptcy, insolvency, and civil litigation — but draws on international information sources. The availability of information varies from country to country, but Vero is well placed to access the best sources for all major jurisdictions through credit reporting agencies and partners.
Why do an International Financial Integrity Check?
This credit/financial integrity check ensures a fair and consistent approach to the screening of candidates who have lived and worked overseas and for whom a UK financial integrity check may not reveal complete information.
UK Directorship Check
What is a UK Directorship Check?
Also referred to as corporate affiliations, a UK directorship check establishes whether there are any current or previously held UK directorships , as declared or omitted by the Candidate. Searches also establish whether an individual has been banned (or disqualified) from being a company director, for failing to meet the legal responsibilities of their role.
Why do a UK Directorship Check?
Corporate affiliations can sometimes constitute a conflict of interest for the employer and may also indicate significant financial and legal obligation on the part of the Candidate. Failure to disclose any such appointments may also be an important indicator of the Candidate’s honesty and integrity.
ID Document Check
What is an ID Document Check?
Using ID document check, Vero validates identity documents such as the candidate’s passport or driving licence. We do this using cross-matching algorithms and the job applicant/candidate’s personal information.
Why Do An ID Document Check?
To ensure that the documents your candidate has presented as proof of identification are valid and UK right to work checks are completed.
Compliance Database Check
What is a Compliance Database Check?
A compliance database check is a search made against an extensive range of UK and international government, law enforcement, regulatory and financial databases. This background check is designed to reveal potential links to bribery, money laundering, politically exposed persons, (alleged) terrorism, corruption, fraud or miscellaneous risk.
Why do a Compliance Database Check?
These pre-employment checks confirm whether the candidate appears on any blacklists, or watch lists — or is considered high risk in any way.
Adverse Media Searches
What is an Adverse Media Search?
Adverse media searches are searches of UK and international English-language media for any potentially negative references to the new recruit/job applicant. At Vero, we use a specially devised search string to trawl more than 35,000 sources going back the last forty years.
Why do an Adverse Media Search?
Candidates with an adverse media profile may represent a significant reputational risk for employers.
DVLA Check
What is a DVLA Check?
Vero runs a DVLA check to validate details of the candidate’s driving licence as well as current endorsements or restrictions. You can opt to automatically re-run this background check at pre-arranged intervals. For instance, you might decide that an employee with up to three points on his or her licence should be rechecked annually while an employee with between nine and twelve points should be checked every quarter. You normally get the results of this background check within 2 working days.
Why do a DVLA Check?
According to the Corporate Manslaughter and Corporate Homicide Act 2007, an employer can be found liable for accidents caused by an employee driving for work, if the employer has not taken steps to minimise risk. In this context, employers must be able to show that they have checked the licence and driving record of any employee likely to be driving for work.
International Directorship Search
What is an International Directorship Search?
An international directorship search covers the same ground as a directorship search but draws on international information sources. The availability of information varies from country to country, but Vero is well placed to access the best sources for all major jurisdictions.
Why do an International Directorship Search?
Using an international directorship search ensures a fair and consistent approach to the screening of candidates who have lived and worked overseas and for whom a UK directorship search may not reveal complete information.
Regulatory Body Checks
What are Regulatory Body Checks?
Vero will search for the candidate’s details in the register of the relevant regulatory body. For UK financial services, we search the FCA Individual Register and Prohibited Persons Register.
Why do Regulatory Body Checks?
Vero recommends regulatory body checks to ascertain whether there are any reported issues in relation to the Candidate’s professional standing or any barriers to entry into the profession.
UK and International Criminal Record Checks
What are Criminal Record Checks?
In the UK, there are three different types of criminal-record checks (Basic, Standard or Enhanced). What’s included in each type of check varies, and may include details of a candidate’s convictions, cautions, reprimands and final warnings, if they have any. The more comprehensive a criminal-record check is, the tighter the restriction on who may run it. Vero checks the relevant records for details of previous convictions. For international criminal-background checks, the availability, sources, format and accessibility of criminal records will be subject to local variations. Vero can provide guidance regarding the cost and suitability of conducting these checks during an employer’s recruitment process on a country by country basis.
Why do Criminal Record Checks?
Criminal record checks are in many instances a legal or regulatory requirement in connection with the position the candidate is going to fill. In other instances, such background checks (where legally permissible) are used to assess general suitability for the role. To the greatest extent, possible such pre-employment checks should be replicated internationally to ensure a fair and consistent approach to the pre-employment screening checks of candidates who have lived and worked overseas.
Employment History and References (HR or equivalent)
How will Vero Check Employment History and References?
When screening a candidate for a new job role, Vero will obtain written references from verified official sources, for instance, the candidate’s previous employer’s HR department. We make these written references available to employers using our secure platform. These references will at the very least verify the candidate’s job roles and responsibilities, as well as the dates of their employment history.
Why Check Employment History and References?
At Vero, we recommend investigating a candidate’s pre-employment history in order to have confidence in their professional standing and to identify the reason for any gaps in employment or conduct issues. If verification of employment is not possible at the source (for example if the company is no longer trading) we gather documentary evidence from the candidate.
Gap Analysis and Resolution
What is Gap Analysis and Resolution?
Vero will identify any gaps in the candidate’s pre-employment history. We then work with the candidate to establish details of their activities during those gaps and gather appropriate supporting evidence.
Why do Gap Analysis and Resolution?
In extreme cases, a candidate may try to conceal information such as conduct issues or custodial sentences. By ensuring both employment and non-employment periods are referenced fully, you can be confident you have conducted a comprehensive review of the candidate’s background.
Education Verification
What is Education Verification?
Vero will check the candidate’s academic record for both required qualifications and attendance dates. Wherever possible, we obtain verification at the source. If that isn’t possible, we ask the candidate to provide certificates.
Why do Education Verification?
Vero recommends this background check to confirm the academic standing of the candidate (which may in some instances be relevant to the particular role) and to vouch for the accuracy of the information provided by the candidate.
Professional Qualifications and Memberships
How does Vero Check Professional Qualifications and Memberships?
Vero will verify the candidate’s relevant professional memberships and qualifications. Normally, we do this by obtaining confirmation in writing from an independently verified point of contact at the awarding or membership body.
Why Check Professional Qualifications and Memberships?
To confirm the current professional standing of the candidate, were relevant to the position of employment, and to vouch for the accuracy of the information provided regarding professional qualifications and memberships.
CV Comparison
What is a CV Comparison?
Vero will compare the candidate’s employment screening questionnaire against the CV presented at the interview stage. By cross-referencing the candidate’s documents we identify any anomalies or discrepancies.
Why do a CV Comparison?
A candidate’s CV is the basis of any offer of employment. Employers must be able to trust the information put forward by the candidate for pre-employment screening purposes.