FAQ's

At Secure Screening Services, we have developed a portal that is both easy to navigate and completely transparent during the screening process. It’s simple to create an account where you can either pay as you screen or you can have an account for large volume users.

Simply add the details of the person to be screened, select the level of screening and leave the rest to us. We will contact the candidate and obtain all the information and let you know when the screening process is complete.

You will have access to a full and comprehensive report via the portal which you can download for your records. We have made the portal as interactive and user-friendly as possible. The portal can be accessed via computer, tablet or mobile device. We know that this candidate’s experience reflects your organisation’s reputation. You can trust us to deliver a professional service in a timely manner.

We have invested our time in developing a product that processes information in the quickest times available. For example, a DBS check will take a region of 5 days to process. The portal can be viewed throughout the process, clearly showing what stage your screening has reached. We get the completed screening package to you as soon as it is completed.

Our pricing is clear and transparent. We have built various screening packages which have fixed costs. We also have a screening menu so you can build a screening package just for you or choose a single check. These are all individually priced so you have a clear understanding of the costs involved. Check out our pricing page for more information.

Once you’ve signed up and your screening package is in progress, you can simply log into the portal and view its status at any time.

Employment screening usually takes around 5-7 days, however, it all depends on the level of screening and how many checks you require. If you require information to be provided by your candidates, this can hold up the process.

In some cases, people become a risk to their employers due to their online behaviours. Whether this is extremist views, negative behaviours such as bullying, racism, nudity and excessive bad language. This check also reduces the risk to brand and reputation and helps with data security. We will only conduct this check with the consent of the candidate and we will never reverse engineer into any accounts.

Yes, the candidate will know because we have told them and obtained their consent. They will not see a digital footprint or suffer any adverse effects due to the check.

You may choose to run an adverse media search to bring to light any negative news or references about your candidate. The search covers both traditional news sources such as national and local newspapers, alongside TV and unstructured sources such as social media and online forums. Based on the findings, you may decide that the job applicant represents too much of a reputational risk for your business.

A UK financial integrity check covers County Court Judgements (CCJs), bankruptcy, individual voluntary arrangements (IVA) and decree of sequestration orders. It’s sometimes also known as a credit check or civil litigation check. A financial integrity check takes into account the last six years, after which time CCJs are no longer publicly available.

A UK directorship check covers whether a candidate is currently or previously has been a company director and whether they are barred from being a company director due to previous disqualifications.

These checks are important when recruiting at a high level to ensure that candidates are suitably qualified and are not barred from holding a director-level position due to wrongful or fraudulent trading or unfit conduct. A UK directorship check will protect your business from the wrong senior hire whilst in turn, protecting its reputation.

Education Verification checks a candidate’s academic history, industry qualifications and professional membership claims. It’s a way of verifying that the academic information on their CV is correct and that they have the required qualifications for the job.

The new digital Right to Work scheme allows Government-accredited Identity Service Providers (IDSPs) to remotely verify the identity of people with appropriate documents, removing the responsibility for employers to physically check, ratify and record these documents. The use of online Right to Work checks was facilitated by the Government on the 6th April 2022.

To digitally check someone’s Right to Work, an accredited Identity Service Provider (IDSP) uses Identification Document Validation Technology (IDVT) to read in-date, biometric UK and Irish passports to correlate this information with an image of the candidate’s face as submitted with their application. Facial recognition technology, in conjunction with IDVT confirms the identity of the candidate and with it, their Right to Work.

No, when using Digital Identity, physically checking identity documents is no longer needed. You must, however, still use an accredited Identity Service Provider (IDSP). This facility is approved by the Government and uses biometric facial matching to confirm that your candidate is using their own document and not one belonging to someone else.

The only responsibility of the employer is to confirm that the person who turns up to work matches the identity of the person verified during the Right to Work check.

Yes, the new digital Right to Work scheme is safe. It is Government approved and requires an accredited Identity Service Provider (IDSP) to complete the checks.

Identification Document Validation Technology (IDVT) is used in conjunction with biometric facial matching to confirm that your candidate is using their own identity document and negating imposter fraud. A report will be produced confirming the authenticity of the candidate’s identity document and the level of confidence in the reading.

Using digital Right to Work has many benefits. Firstly, it’s much quicker as document validation technology in conjunction with biometric facial matching provides a quick and convenient process and removes the need for organising a face-to-face meeting. It’s hassle-free and robust, as Identification Document Validation Technology (IDVT) removes the responsibility of physically scrutinising and ratifying documents presented to you.

It also reduces the risk of errors associated with recording passport details, providing you with a quickly generated, accurate identity verification.

A DBS check, otherwise known as a Disclosure and Barring Service check, looks into the criminal record of someone applying for a job role. It is often required for jobs within the healthcare or childcare industries. A basic DBS check covers any convictions or cautions that are unspent.

A basic DBS check looks into any convictions or cautions that are unspent.

A standard DBS check looks into any cautions, spent or unspent convictions, reprimands and warnings and previously stepped-down cautions or convictions.

An enhanced DBS check is a more detailed version of a standard DBS check, showing full details of a candidate’s criminal record such as any cautions, reprimands, warnings and spent and unspent criminal convictions. Unlike a standard DBS check, it can also show whether a candidate is listed on the Children’s Barred List or Adult First list.

Whilst any role is eligible for a DBS check, in some roles they will be mandatory. These are typically roles where employees work with or around vulnerable groups such as children and the elderly. DBS checks are mandatory for those working within healthcare, solicitors, barristers, lawyers, veterinary surgeons and accountants.

In some industries, it may be compulsory to run a criminal record check. All positions, no matter the industry, are eligible for a basic DBS check, however, only roles that meet certain requirements are eligible for a standard or enhanced DBS check.

Yes, a basic DBS will show an unspent caution. Standard and enhanced DBS checks will show details of both spent and unspent cautions.

It depends. Ultimately, it is an organisation’s discretion as to whether they agree to reuse a DBS check. It is on the company or organisation to decide if they will accept a previously issued DBS certificate or if they will request a new one on the applicant’s behalf.

No, spent convictions do not show on a basic DBS check – only unspent convictions.

Yes, a volunteer may need a DBS check however they can only be conducted at the standard and enhanced levels.

No, a DBS check does not show debt. In fact, none of the information that is investigated for a DBS check is included in a credit history.

Dr10 is a criminal conviction for drink driving. These will expire from a basic DBS as a spent conviction but will show on an enhanced DBS check.

Yes, it is possible that an arrest will show on an enhanced DBS check under ‘any other information held’. A few instances can fall under this category and arrests are one of them.

No, a CCJ will not affect a DBS check as it is not a criminal offence.

A driving ban will only show up on a DBS check if it also crosses over into a criminal offence. This may include drink driving, driving without insurance or excessive speeding.

BPSS clearance is typically conducted during the pre-employment phase. However, along with recognising that screening is vital for all team members of any nature, it is also important to reiterate the need for ongoing checks.

We have seen an uptick in requests for continued vetting and rescreening throughout a period of employment as employers become increasingly aware of the benefits of understanding who is working for them throughout the duration of their working relationship.

Yes, the government guidance states that BPSS clearance must be applied as a minimum in certain industries and job roles. It does, however, make allowances for situations where completing every check for every employee isn’t possible, such as for large numbers of short-term contractors.

The key differences between the 2018 standard and the 2024 standard are a shift towards more rigorous, technology driven processes to align with modern security and data protection standards. The updated guidance also puts a greater emphasis on continuous security management, as well as the use of automated systems to increase reliability and efficiency.

With the integration of immigration services the new standard Leverages updated tools and services provided by UKVI to automate the verification of immigration status, meaning a more streamlined process for both the employee and requesting organisation.

The new BPSS guidelines published in June 2024 highlights the recommendation of using electronic employment verification systems to instantly cross check employment history against multiple sources, including HMRC PAYE and UK banks.

BPSS clearance has no official expiry date, however, we recommend that they are renewed every 3 years for optimal protection. The UK government recommends that BPSS clearance is conducted if a candidate changes jobs or has a break in service of more than 12 months.

The BS7858:2019 standard is the code of practice released by the BSI which entails best practices and guidelines for the security screening of people employed within a secure environment. This is also used as the screening standard for organisations looking to achieve any ISO certification.

A BS7858 check is valid for five years from the date of issue and should be retained by the employer for seven years after employment has ended.

At the most basic level, a background check shows that the information you have provided during the hiring process is factually correct.

The checks may include identity, credit and criminal record checks as well as checks that the information provided around your education and professional qualifications is accurate. Checks can also include ‘adverse media searches’ to confirm that there is no negative media (traditional or social) coverage that may mean you are unsuitable for the role.

To find out exactly what your screening will cover before the process starts, ask your potential employer. Our friendly Secure Screening Services representatives will always be happy to answer your questions too.

How far back a company background check goes will depend on the type of check being carried out. Different checks are typically associated with different time periods.

For example, lenders typically go back six years when doing a credit check. Criminal background checks typically cover seven years but can go back further depending on compliance laws and what is being searched. Your potential new employer or us here at Secure Screening Services can provide more details on the specific checks and how far back each one will go.

You are being screened because Secure Screening Services has been appointed by your new or current employer to carry out your background screening. For further information, please contact your HR or recruitment contact.

How long pre-employment checks take will depend on the employer and how many checks they require to be completed, as well as how promptly the candidate can provide information. At Secure Screening Services, we make every effort to ensure the process is as quick and straightforward as possible and typically turn around screening checks within five to ten days.

Yes, your current employer will be contacted as part of the process. We will, however, make sure we have your express permission before this happens.

Yes, you can get a copy of your background report. Speak with your sponsor who will be able to provide this. By using our online portal, you will also be able to see the progress of your screening at any time as well as an update on when your report is published.

If you don’t want the screening checks to be carried out, you should raise these concerns with your prospective employer via HR or recruitment. If you do not agree to the checks, they will be able to advise how the decision will affect your job application.

Yes, you will have to wait for the background screening checks to be completed before you can start the job. We will run the process as efficiently as possible but it will also require prompt responses from you to keep the process moving.

It is your decision whether you disclose any potential issues before they are uncovered in the background check. In this scenario, it may make sense to speak to the employer’s HR or recruitment representative.

Yes, you will have to go through the process again even if you have completed employment screening before. It is important that the data remains accurate and up to date. This applies to a new employer wishing to screen you for the first time or an existing employer conducting rescreening.

No, unfortunately, you cannot use an out-of-date passport to prove digital Right to Work. Identification Document Validation Technology (IDVT) only allows ratification of in-date, biometric UK and Irish passports.

No, you cannot use a Biometric Residence Permit to digitally prove your Right to Work. Both Biometric Residence Permits and Biometric Residence Cards have been removed from the list of eligible documents approved by the Government to confirm a Right to Work.

Candidates not in possession of UK or Irish passports can still prove their Right to Work by means of an e-Visa. To check an e-Visa, the candidate applies for s share code on the Government website. This generates a share code for the employer or us to independently receive a report confirming Right to Work status.

Yes, sanction or watchlist checks are often included as part of background checks. They are typically mandated for companies operating in regulated industries such as financial services or healthcare. A sanction or watchlist check involves screening the candidate against sanction lists to see if they have been prohibited from certain activities or industries.

No, the financial checks will not affect your credit score. They do not include looking at your credit score at all. The financial checks are simply to take into account publicly available information and records, such as bankruptcy filings and orders.

You may be asked to provide your mother’s maiden name in order to process a criminal record check as part of DBS. This helps to prevent identity fraud.

To get an update on the progress of your employment screening case, you can log in to the Secure Screening Services online portal at any time.

If you are wondering why your prospective employer has decided not to hire you, it’s best to speak to their HR or recruitment contact. Secure Screening Services are not in any way involved in the hiring decision process.