Vero Hero

Why Screen Employees?

Your business needs to be confident in the candidates you hire. With our pre-employment screening and background checks, you reduce your companies exposure to risk. Vero Screening will help your business make the right hiring decision, first time.

Our Candidate background screening service gives your company the tools you need to:

  • VOUCH
    for the honesty and experience of your employees and candidates.
  • PROTECT
    the security and integrity of your data, systems.
  • COMPLY
    with professional standards and statutory requirements in your industry.
  • MINIMISE
    risk and prevent damage to your companies reputation.
  • PROMOTE
    a culture of honesty and integrity, between yourself as an employer and your staff.

WHY OUTSOURCE PRE-EMPLOYMENT SCREENING?

By outsourcing employee background screening to us, your HR team can be confident your pre-employment checks will be completed quickly, run smoothly and meet the necessary professional and regulatory standards/compliance.

If your business is hiring new members of staff internationally or has candidates 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 employment 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 your business to integrate our proprietary technology with your broader recruitment/hiring process – giving you access to an industry-leading candidate background screening solution.

Our technology

Consultative Approach


By working closely with your company, listening to you and understanding your industry, Vero build background screening services tailored to your needs. This makes it possible for us to develop an approach that minimises risk and ensures compliance for clients from a wide range of business sectors.

Candidate Engagement

The Vero Difference

Complementary Services


In addition to standard background screening 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

RETROSPECTIVE SCREENING
aligning existing employees with company-wide screening policy

TOP-UP SCREENING
delivering continued compliance for internally mobile personnel

LEAVER REFERENCES
providing instant and time-efficient employment verifications for HR

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.

Global Reach

Placing pre-employment 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 enable us to support businesses and human resource departments with global job applicant and employee screening policies, who need to demonstrate compliance with local data protection legislation, employment law and cultural considerations, in each of their hiring locations.

Employment Screening

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 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 your business is able to achieve legal and regulatory compliance by implementing an effective and consistent approach to pre-employment screening and related services.

Giving you the tools you need


Criminal Record Checks


The information obtained from a Criminal record check is highly sensitive and access to this data is strictly controlled in the UK. 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.

Find out more

Refsure – Leaver References


Refsure is a fully outsourced employee referencing service which relieves the burden from your human resources team. When a reference is requested for a former employee or mortgage application, Vero’s Refsure team will produce an instant, automated, tailored response on behalf of your business.

Find out more

Right to Work


Right to work checks, sometimes referred to as ETW or eligibility to work. At Vero we offer two different right to work (RTW) solutions to enable you to fulfil your legal obligations and confirm candidate eligibility for UK employment.

Find out more

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. To ensure that the documents your candidate has presented as proof of identification are valid.
UK electoral roll check
A UK electoral roll check is typically run in conjunction with the UK credit check. This confirms whether or not the address your job applicant/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. This check may reveal additional addresses, withheld by the candidate in order to conceal adverse credit information.
UK credit 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. An assessment of an individual’s credit check/financial standing is in some instances a legal or regulatory 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
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. 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
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. 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 of Candidate’s honesty and integrity.
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. 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.
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. 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
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. Candidates with an adverse media profile may represent a significant reputational risk for employers
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 day. 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.
CV comparision
Vero will compare the candidate’s screening questionnaire against the CV presented at the interview stage. By cross referencing the candidate’s documents we identify any anomalies or discrepancies. 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.
Employment history and references (HR or equivalent)
When screening a candidate, 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 you using our secure platform. These references will at the very least verify the candidate’s roles and responsibilities, as well as the dates of their employment history. At Vero we recommend investigating a candidate's 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 source (for example if the company is no longer trading) we gather documentary evidence from the candidate.
Gap analysis and resolution
Vero will identify any gaps in the candidate’s employment history. We then work with the candidate to establish details of their activities during those gaps and gather appropriate supporting evidence. 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
Vero will check the candidate’s academic record for both qualifications and attendance dates. Wherever possible, we obtain verification at source. If that isn’t possible, we ask the candidate to provide certificates. Vero recommends this background check 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.
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. To confirm the current professional standing of the candidate, where relevant to the position of employment, and to vouch for the accuracy of the information provided regarding professional qualifications and memberships.
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. Vero reccomends 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
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 and may include details of a candidate’s convictions, cautions, reprimands and final warnings, they have any.. The more comprehensive a criminal-record check is, the tighter the restriction on who may run it. Vero 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. 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 of candidates who have lived and worked overseas.