Know Who You're Hiring!
HOME
SOLUTIONS & SERVICES
EMPLOYMENT SCREENING
RESOURCES/NEWS
ABOUT US
CONTACT
SOLUTIONS
Service Order & Delivery
Industry Solutions
Global Solutions
Supply Chain Security
ATS Integration
The Complete BackCheck™
SERVICES
Criminal Record Check
space» ROA 1974 Act
space» Rehabilitation Periods
space» CRB Check Eligibility
Reference Check
Employment Verification
Credit Enquiry
Right to Work Verification
Education Verification
Credential Verification
DVLA Report
Public Safety Verification

Industry Survey:
Surveyed Industry Results:
Health
Logistics
Finance
Telcom
Retail
Energy
- 72% rise
- 61% rise
- 39% rise
- 42% rise
- 27% rise
- 11% rise
To read the entire report,
click here.


 
 

Protect your Organisation, your People, and your Property.

Reduce employee theft, reduce turnover, and improve workplace safety and morale by selecting employees that are honest, safe and reliable. A criminal record check is a crucial step toward a comprehensive employee screening programme.  

As a registered body and agent of the Criminal Records Bureau (CRB), Disclosure Scotland and AccessNI, BackCheck is perfectly positioned to offer the appropriate level of criminal record check for any employment position.


Expertise and Experience You Can Trust


BackCheck combines industry leading processes and technology to deliver world-class results.
  • Online Results Delivery in Real Time – our technology is highly secure and easy to use.

  • Best Practices Advice When You Need It – our Criminology Experts are available to discuss the convictions that we uncover.

  • Customised Implementation – our experienced team of Client Care Coordinators will help you design a programme that is efficient and effective for your organisation.

Increase Hiring Efficiencies  | Secure User-Friendly Technology  |  Highest Quality Results



Be Informed


As an employer, you need to balance your duty of care towards your business with respect for your employees’ privacy. To this end, there are three levels of criminal record disclosures available in the UK. Knowing which level your candidates require ensures that you’re getting enough information to make an informed hiring decision and satisfy any regulatory requirements, but not so much that you’re infringing on your candidates’ privacy and leaving yourself vulnerable to charges of discrimination. BackCheck can help ensure that you are getting the appropriate level of criminal record disclosure for each employee, and that you understand your responsibilities in using the information revealed.

The three levels of criminal record disclosures relate directly to a piece of legislation titled The Rehabilitation of Offenders Act 1974 (ROA). This legislation was introduced in order to protect individuals who are convicted of minor, one time offences, from future discrimination by stating that certain criminal convictions can become ‘spent’ after a specified period of time (the ‘rehabilitation period’). Once a conviction has become spent, an individual can truthfully declare that they do not have a criminal record. Employers cannot legally ask candidates about spent convictions, and cannot consider them in recruitment decisions. However, some positions are exempt from this legislation. For more information on exempted positions, click here.

Read more about the Rehabilitation of Offenders Act 1974.



Types of Criminal Disclosure


There are three levels of criminal record disclosure available in the UK – a Basic disclosure, a Standard disclosure and an Enhanced disclosure:

  1. Basic Disclosure: This level of disclosure searches the Police National Computer for convictions which are not spent under the terms of the ROA. It discloses all such convictions, or states that there are none.

    As it discloses only unspent convictions, a Basic Disclosure is available to any individual applying for, or already employed in, any position. For this reason, it is the most commonly ordered disclosure and is suitable for all industries and levels of candidates.

    The typical turnaround time for a Basic Disclosure is 5-10 business days, although this can vary depending on the provider’s service levels.


  2. Standard Disclosure:: This discloses details of all spent and unspent convictions, cautions, reprimands and warnings on the Police National Computer (PNC).

    In order to submit a CRB application for a Standard check, an individual must meet certain eligibility criteria. Click here to find out if your candidate may be eligible for a Standard Disclosure.

    The typical turnaround time for a Standard Disclosure is 5-10 business days, although this can vary depending on the provider’s service levels.


  3. Enhanced Disclosure: This discloses details of all spent and unspent convictions, cautions, reprimands and warnings on the Police National Computer. An Enhanced Disclosure may contain non-conviction local police force information. Based on address history provided by the candidate, the disclosure request is sent to the Chief Constable or Chief Officer in the appropriate location. The Chief can choose to add any non-conviction information (e.g. suspicions) if they feel it relevant to the position applied for. Depending on the position applied for, an Enhanced Disclosure will also check the relevant ISA barred lists to ensure the individual is not barred from working with children and/or vulnerable adults.

    In order to submit a CRB application for an Enhanced check, an individual must meet certain eligibility criteria. Click here to find out if your candidate may be eligible for an Enhanced Disclosure.

    The typical turnaround time for an Enhanced Disclosure is 4-6 weeks, although this can vary depending on the provider’s service volume levels.


Download: BackCheck Criminal Record Check Service Brochure (105KB)

 

Click here for instructions on how to complete a CRB form.

BackCheck in Action - Criminal Record Check

96 Convictions
In 2004, a lady in her mid-thirties applied to work at a call centre. On her BackCheck consent form, she claimed to having been convicted of assault for beating up her boyfriend. Our customer sent in the consent forms and is very glad that he did. It turns out that this candidate had 95 other convictions including theft, counterfeiting, forgery, fraud, armed robbery, drunk driving and more! The lesson learned is that we shouldn’t trust the honesty of criminals.

Read more...

 
BackCheck specialises in pre-employment background checks, including Criminal Record Checks, Credit Bureau Enquiries, Investigative Reference Checks, Employment Verifications, Education Verifications, and DVLA Reports. With thousands of customers ranging in size from under 50 to over 150,000 employees, BackCheck is a leading provider of pre-employment screening.
CONTACT US
GET STARTED
REQUEST A DEMO
96
The record number of convictions found for one applicant. Read the story.
Why Screen?
Pre-employment screening leads to measurable benefits in improving your work force.
Read the story.
Why BackCheck?
Increase Hiring Efficiency
 Customisable Consent Forms
         & Screening Packages
 Secure Online Results
 Best Practises HR Solutions
 
Learn how our People, Process and Technology deliver all this and more!