Background checks

Background checks

We can complete the screening of your staff for you, taking away the hassle, or we can provide the component checks where needed.

Character references provide a qualitative assessment of the candidate that complements other background checks. This is particularly useful if it’s your candidate’s first job or if there’s an employment gap that cannot be verified through other means. Based on the role and your brief, we will obtain character references from relevant referees and give our recommendation as to whether or not they are satisfactory. A character referee must have known your applicant for no less than three years. A previous work colleague is not suitable nor is any family member. We will give guidance and assistance at all stages to make sure the appropriate references are obtained.

When we seek the financial history for an applicant we also verify their identity and address history. It is only then that you can be confident that the entire history is obtained. An address missed or different name used and not disclosed could otherwise result in vital information being missed. We ensure that you get the full picture. Our service will identify any candidate that has financial issues and who may therefore pose a risk to your business. This is particularly relevant if they are to be trusted with financial responsibility or have access to data which could be used to carry out financial crime. Our credit check includes County Court Judgments, Bankruptcies, Voluntary Arrangements and other adverse financial records. Applications can be made online and results returned to you within seconds.

It is becoming more and more common for employers to want to ensure that a candidate does not have a criminal record which would render them unsuitable for a role. Seeking details of a candidate’s criminal history must be done having regard to the Rehabilitation of Offenders Act 1974 (ROA). This Act is designed to facilitate the rehabilitation of ex-offenders by not allowing certain convictions to affect the rest of their lives.

Under the ROA, anyone given a prison sentence of no more than two and a half years is eligible for a rehabilitation period, the length of which depends on the sentence and may last up to 10 years. Once the rehabilitation period has ended, the conviction becomes spent and an employer cannot ask a candidate to disclose it. Prior to this time a candidate is obliged to disclose their conviction if asked to do so.

There are three type of Disclosure, Basic, Standard or Enhanced. A Basic Disclosure will disclose unspent convictions. A Standard Disclosure will disclose both spent and unspent convictions and an Enhanced Disclosure will disclose spent and unspent convictions together with information relevant to working with children and vulnerable adults. Strict eligibility criteria must be met in order to obtain a Standard or Enhanced Disclosure in order to comply with the ROA. We provide an advisory service to ensure that you apply for the correct type of disclosure for your candidate..

Should your candidate be a potential Board member then it is essential to verify their history. We can provide full details, including information about previous companies with which your applicant has been associated. If they have a string of failed businesses behind them, you may wish to review your decision to appoint. This check can also identify any potential conflicts between the business interests of your candidate and your own. We will also identify if they have been disqualified from acting as a company director.

A DVLA report is essential for roles that require a candidate to drive a company vehicle. It will confirm whether the candidate has a valid driving licence and reveal information that may or may not disqualify the candidate for the role. Permitting an employee to drive for you without ensuring that they are appropriately licensed can have a catastrophic impact in the event of an accident. You run the risk of invalidating any insurance cover you may have or worse, being liable for the accident. We can obtain all the details for you either in isolation or as part of your package of pre-employment screening checks.

Research shows that this is where candidates most tend to embellish their CV. We will help you save time and resources by confirming that your candidate has the qualifications stated, with the grades declared. This check contributes to the overall assessment of the integrity of a candidate. It is important to ensure that a candidate has the knowledge and qualifications necessary to carry out the role. Quite often this check is used by our clients when a candidate has been unable to produce their original qualification certificates. This can be a quick and straightforward way to verify their information.

Employer references are vital to confirm that a candidate has the experience they claim to. Our verification process ensures that the information provided by the candidate is correct, that businesses exist, that dates of employment correspond and that the candidate’s CV is accurate. We will independently confirm with each employer over the given period. We can also look to verify any gaps in employment by seeking evidence of the candidate’s status during that time. As part of our principal that one size does not fit all, you decide on the level of investigation you require, as appropriate to your business and the role to be undertaken by the candidate.
We offer three options:

  • Current employer references only
  • Current and previous employer references –up to 5 years
  • Current and previous employer references –up to 10 years

These checks are vital to ensure that a candidate is who they say they are, as incomplete or false information can allow a candidate to go through other background checks undetected. We recommend that this check is undertaken in conjunction with obtaining the candidate’s financial history.

If your candidate has spent a substantial period of time abroad, you will want to check their history during that period. We have a network of associates which means we are able to verify most candidate information for the period they have been outside of the UK. We are happy to help you put together the most appropriate package of screening services based on your candidate’s history, your business and the role you are recruiting for.

Media searches complement other background checks by uncovering information available in news archives spanning over 20 years. Our media searches cover press articles from over 6,500 English-language news sources worldwide, including newspapers, magazines, journals, and other publications. The final report includes a summary of the findings, as well as the abstract of all articles found. Many roles can be of a sensitive nature and the public persona of your candidate may be influential in your decision to recruit.

Individuals that carry out money laundering or other type of financial crime put the company, its directors and managers at risk of being held responsible if no proper checks have been carried out. Sanctis will therefore conduct a search of international sanction, watch and black lists updated by law enforcement agencies for indication of a candidate’s involvement.

The Third Money Laundering Directive requires all professional firms and organisations from the UK’s regulated sector to complete a Politically Exposed Persons (PEP) check on all new business customers as part of their customer identification procedures. PEP includes current and former senior political figures, their immediate family, and their close associates. Sanctis verifies whether a candidate is considered a PEP and informs the employer accordingly.

We will confirm that your candidate is indeed a member of the relevant body in their given profession and has a valid professional licence by checking the following:

  • Name of Institution
  • Membership dates
  • Membership Number (if applicable)
  • Validity of professional licences

Sanctis’s online system allows us to streamline the process and as a result turnaround times are approx 5 working days.

As an employer it is your lawful duty to ensure that the individuals you employ have the legal right to work in the UK. Since February 2008, UK businesses that fail to do so face a £10,000 fine for each employee who does not have the right to work in the UK. Persistent and or knowing offenders face a custodial sentence of up to 2 years. In order to comply with Home Office guidance on the prevention of illegal workers it is vital that a range of documentation be provided, checked closely and copied for your files. The copies must by law be kept for a minimum of three years. Sanctis can guide employers on best practice, as well as to supplement their own investigations, as by law, the liability ultimately lies with the employer, and not with any third party acting on their behalf.

This type of check allows you to verify whether a candidate is included in terrorist and most wanted criminal lists, which are compiled by competent authorities such as the OFAC, FBI, Bank of England, United Nations, Financial Action Task Force & and Interpol. The results will indicate whether the person poses a risk to you.