You need to be confident in the people you hire. With our pre-employment screening and background checks, you can be. We help you make the right hiring decision, first time.
for the honesty and experience of your employees
the security and integrity of your data and systems
with professional standards in your industry
risk and prevent damage to your reputation
a culture of honesty, integrity and transparency
By outsourcing to us, you can be confident your pre-employment checks will be completed quickly, run smoothly and meet the necessary professional and regulatory standards.
If you’re hiring internationally or have candidates who have lived or worked abroad, you’ll have access to our language capabilities and extensive network of in-country screening experts. Our specialists will ensure the vetting process is rigorous but
at the same time adheres to local data protection laws and respects cultural norms.
Our implementation team will work with you to integrate our proprietary technology with your broader candidate onboarding process – giving you instant access to an industry-leading screening solution, with no waiting time and no development overheads.
By working closely with you, listening to you and understanding your business, we build services tailored to your company. This makes it possible for us to develop an approach that minimises risk and ensures compliance for clients from a wide range of
In addition to standard pre-employment services, Vero can also support you with the following complementary services:
ONGOING MONITORING AND SCREENING
also referred to as annual checks or ‘re-screening’ of employees
aligning existing employees with company-wide screening policy
delivering continued compliance for internally mobile employees
providing instant and time-efficient employment verifications for HR
Our relationship with you and your candidates is important to us and every aspect of our service has been carefully designed to deliver a personalised, positive experience.
Placing screening in a global context is especially relevant given the internationally mobile workforce of today. Vero have extensive global reach, local language capabilities and a fully time-zoned model. Our extensive research and experience overseas enables us to support clients with global screening policies, who need to demonstrate compliance with local data protection legislation, employment law and cultural considerations, in each of their hiring locations.
Our screening services are designed to mitigate risk and provide ongoing support throughout the employee lifecycle, from pre-employment screening 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. Our focus is on ensuring you are able to achieve legal and regulatory compliance by implementing an effective and consistent approach to employment screening and related services.
Criminal record information is highly sensitive and access to this data is strictly controlled in the UK. By engaging Vero to manage the criminal record check process, you’ll be able to make safer and better informed hiring decisions.
Refsure is a fully outsourced referencing service which relieves the burden from your HR team. When a reference is requested for a former employee or mortgage application, our Refsure team can produce an instant, automated, tailored response on your behalf.
You may require specialist background screening such as the BS7858 standard for security personnel. We can ensure full compliance with the recognised national standard of the security industry and Security Industry Authority (SIA).
Sometimes referred to as ETW or eligibility to work, we offer two different right to work (RTW) solutions to enable you to fulfil your legal obligation and confirm candidate eligibility for UK employment.
What is it?The validation of identity documents such as the candidate’s passport or driving licence. We do this using cross-matching algorithms and the candidate’s personal information.
Why do it?To ensure that the documents your candidate has presented as proof of identification are valid.
WHAT IS IT?A UK electoral roll check is typically run in conjunction with the UK credit check. This confirms whether or not the address your candidate 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 IT?This check may reveal additional addresses, withheld by the candidate in order to conceal adverse credit information.
What is it?Also referred to as financial integrity checks or civil litigation checks, these reveal any county court judgments (CCJs), bankruptcies, individual voluntary arrangements (IVAs), decrees and sequestration orders. The check generally spans the last six years — the maximum time county court judgments (CCJs) remain publicly available.
Why do it?An assessment of an individual’s financial standing and integrity is in some instances a legal or regulatory requirement. In other instances it forms part of a broader assessment of the individual’s suitability for the role.
What is it?This 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.
Why do it?This service ensures a fair and consistent approach to the screening of candidates who have lived and worked overseas and for whom a UK credit check may not reveal complete information.
What is it?Also referred to as corporate affiliations, these searches establish whether there are any current or previously held UK directorships or company secretarial positions, 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 their legal responsibilities.
Why do it?Corporate affiliations can sometimes constitute a conflict of interest for the employer and may also indicate significant financial obligation on the part of the Candidate. Failure to disclose any such appointments may also be an important indicator with regard to honesty and integrity.
What is it?This 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 it?This service 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.
What is it?A search made against an extensive range of UK and international government, law enforcement, regulatory and financial databases. This is designed to reveal potential links to bribery, money laundering, politically exposed persons, (alleged) terrorism, corruption, fraud or miscellaneous risk.
Why do it?These checks confirm whether the candidate appears on any blacklists, or watch lists — or is considered high risk in any way.
What is it?This is a search of UK and international English-language media for any potentially negative references to the candidate. We use a specially devised search string to trawl more than 35,000 sources going back the last forty years.
Why do it?Candidates with an adverse media profile may represent a significant reputational risk for employers.
What is it?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 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 check within 10 working days.
Why do it?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.
What is it?We compare the candidate’s screening questionnaire against the CV he or she presented at interview stage. By cross referencing, we identify any anomalies or discrepancies.
Why do it?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 employment screening purposes.
What is it?We obtain written references from verified official sources, for instance a previous employer’s HR department. We make these written references available to you using our secure platform. At the very least, these will verify the dates and roles in the candidate’s employment history.
Why do it?In order to have confidence in the professional standing of your candidates and to identify the reason for any gaps in employment or conduct issues. If verification at source is not possible (for example if the company is no longer trading) we gather documentary evidence from the candidate.
What is it?We identify any gaps in the candidate’s employment history. We then work with the candidate to establish details of their activities during those times and gather appropriate supporting evidence.
Why do it?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.
What is it?We check the candidate’s academic record, both qualifications and attendance rates. Wherever possible, we obtain verification at source. If that isn’t possible, we ask the candidate to provide certificates.
Why do it?You do this to confirm the academic standing of the candidate (which may in some instances be relevant to the role) and to vouch for accuracy of the information provided by the candidate.
What is it?We 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 do it?To confirm the current professional standing of the candidate, where relevant to role, and to vouch for the accuracy of the information provided regarding professional qualifications and memberships.
What is it?We 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 it?To ascertain whether there are any reported issues in relation to the Candidate’s professional standing or any barriers to entry into the profession
What is it?A criminal-records check reveals details of a candidate’s convictions, cautions, reprimands and final warnings, if he or she has any. In the UK, there are three different types of criminal-record checks (Basic, Standard or Enhanced). What’s included in the check depends on which you run. The more comprehensive a check is, the tighter the restriction on who may run it. We check 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 on a country by country basis.
Why do it?Criminal record checks are in many instances a legal or regulatory requirement in connection with the role the candidate is going to fill. In other instances such checks (where legally permissible) are used to assess general suitability for the role. To the greatest extent possible such checks should be replicated internationally to ensure a fair and consistent approach to the screening of candidates who have lived and worked overseas