In the UK, criminal record checks have been in practice from several years; still they have to cover a huge portion of HR services. For example, it has been a long time that UK recruiters are asking authorities to remove the tick box from the recruiters form. This issue has long been pending: if criminal record verification has become essential, then this clause should be automatically not in use. Let’s discuss how criminal record checks can save UK candidates from the tick box.
What is the whole matter of the tick box?
According to this box, if a person was ever involved in any kind of minor or serious felony, then he/she has no right to sit in an interview. The applicants automatically have to face rejection even if they are involved in minor felony at the age of 13. This system is somewhere very impractical, according to Debbie Pippard, vice chair of the Transition to Adulthood Alliance. People who committed minor mistakes at a very young age aremay be actually very talented, enthusiast towards work and may have personality to take the company ahead. Hence, their skills should not be restricted with such impractical rules and they should be given a chance to come in the fore so that they can pay their dues to the society by providing their services. According to John Pugh, MP of Southport, he has known a few kids who have failed these tasks because of some narrow margins and hence, they have chosen the wrong path. It’s been years that people are saying things in its favor and giving their condolences towards the young generation that is effected with this clause. In last month’s Guardian fringe meeting, these people discussed significant things and finally decided to urge companies to remove this tick box.
How can criminal record checks influence this clause?
Criminal record checks can influence this tick box rules. Criminal record checks are done by professionals with a view to provide the related organisation with truthful facts about the person’s criminal history. These checks are one hundred percent safe and effective as they do not weigh someone on their past. There are three types of criminal record checks that can reveal a person’s social history. First, basic disclosure, these checks involve minor convictions. Second, standard disclosure, they include things such as all spent & unspent convictions and even the police warnings in national computers. Finally, the third type of criminal record check, it includes all the investigations of standard disclosure and along with that it includes non conviction local police information. If this criminal record check will be compulsory, then there is no need for such clause where applicants have to face rejection based on minor mistakes of young age. As we discussed earlier, these checks not only determine past crimes, but also weigh if the person is a potential threat for the organisation or if things have changed since.
In order to make sure that the right people are employed within an organization, the management of different businesses resort into a variety of tools to be given the guarantee that they will not hire people who will threaten their operations, or the other members of the workforce. In this case, pre-employment checks have been popular as a way of being briefed about the background of applicants for a specific job position. However, while many businesses have found such to be useful in the screening process, there are many people who have cried foul with regards to the way that it was executed and highlighted a number of equality issues that were affected because of such checks.
In some instances, people have reported that some organizations are being unfair with the way that they treat other applicants, especially those from the minority groups. There have been reports wherein there are applicants who are subjected into pre-employment screening, specifically checking of criminal records, when in fact, it is not done to all other applicants. This is an obvious form of discrimination as the check that is being done is subjective to the perspectives of the management, or the people who are concerned about the process of recruitment.
In addition, there were also people who complained about employers who deny employment to people with minor offenses in their criminal; records, and even for those who were simply arrested but were not convicted. This is basically because some organizations have an all-encompassing policy, which means that any record that is seen from a person’s criminal history is a valid reason to be denied of employment opportunities, regardless of the act committed or how long has it been since such happened.
In sum, while pre-employment checks can indeed be helpful for the employer, as well as for the welfare of the employees the question remains on whether it is able to promote equality of not. It is often a source of discrimination, which is why there are many who are advocating for the removal of such as part of the screening process for employment. However, there were also many who recommended that instead of its removal, there should just be strict guidelines on how it will be done. In such way, it can be fair to all who are concerned. The challenge, nonetheless, remains for the employers to make sure that it is not going to trigger discrimination, and that it will not risk their business an being an employer of choice.
As an employer, you will definitely want nothing but the best for the business. In this case, you need to make sure that all of the facets of your operations are taken well-care of. Among others, one of the most important would be hiring the right people. As many would say, the employees are the backbone of the business. Their knowledge and skills will be highly influential in the success of organizational operations. Another thing that you should make sure with your employees would be their background, specifically their criminal records. This makes UK criminal record check extremely important.
With a criminal record check, you will be provided with the opportunity to know if your potential employees have been involved in any activity that goes against the law. This is important because more often than not, the background of an individual is indicative of his or her attitude. It is critical to maintain a workforce with positive attitude, as such can do a lot to influence the success and reputation of your business. There are apparent dangers in hiring someone with a criminal record, especially if that person has not changed from the time the crime has been committed.
If you want to check the criminal records of your possible employees, you do not have to do this on your own. The best alternative that you can possibly consider is to look for a company that is able to provide this service for you. Nowadays, there are many businesses that are engaged in the provision of services that process these background checks, which means that less effort and time will be required on your part. All that you need to do is to make sure that you are careful in the selection of the provider of such service. Otherwise, you might end up with frustration and the inability to be thorough in checking the criminal history of your employees.
In sum, the importance of hiring the right people is paramount to the success of the business. By saying the right people, it does not only mean those who have skills and knowledge on their jobs, but most importantly, those who have a clear criminal record and those who cannot potentially inflict harm to the entire organization. This, however, does not mean that all people with criminal record can no longer make it in the world of employment. The management needs to analyze the records that they will be provided and its possible impacts to the business.
If you are preparing to submit a criminal records check, you will likely find that advice is not far off—advice from friends, neighbors, and online articles which can give you tips on preparing, submitting and appealing a criminal records check. But what if you are an employer or company that requires criminal records checks? There is precious little information out there about the ins-and-outs of requiring criminal records checks for your job applicants, even though your side of the application is significantly more difficult than that of the applicant. If you are an employer who requires a criminal records check for job applicants, you can benefit from the following best tips for employers that require or request criminal record checks for job applicants.
Tip #1: Be fair across the board.
If you require a criminal records check for one applicant—require them for all applicants, if you are legally able to do so. Being fair, in this case, is less about being just and more about protecting your company against a potential lawsuit. If you pick and choose the applicants who must submit to a criminal records check, you are opening yourself to someone filing a lawsuit due to discriminatory application practices. If you are legally unable to require a criminal records check for every applicant, be sure that you maintain clear, lawyer-approved ground rules for when you can require that an applicant consent to a criminal record check.
Tip #2: Ask for the right kind of documentation.
Depending on national and local laws, you will be required to submit different types of documentation when you submit a criminal records check. You may be required to obtain certain documents from the applicant, such as a proof of identity, residence, or even social documentation like credit card reports or statements. If you are unsure about exactly what documentation you will need to provide, consult your local criminal records bureau for further clarification or an umbrella body authorised to perform criminal record checks. A failure to provide the right documentation could result in your records check taking significantly longer than previously estimated, at the very least.
Tip #3: Always require records checks when dealing with vulnerable persons.
If the job position you are taking applications for involves working with vulnerable persons—including, but not limited to, children, the elderly, and disabled individuals—then you should always require a criminal records check. In fact, in many areas it is illegal for companies to not submit a criminal record check for applicants who would be working with any type of vulnerable persons. Even if you are not legally required to do so, however, it is in the best interest of your company and the people you are providing services for to ensure that applicants have a clear criminal record.
Criminal records checks are used internationally to help employers conduct background checks on potential employees. Background criminal checks are an important part of ensuring that employees do not have a criminal history which could put the company, fellow employees, or customers at risk. The exact nature, rules and eligibility requirements of criminal record checks vary from country to country and even from city to city. In the United Kingdom, criminal record checks are handled by the Disclosure and Barring Service. The Disclosure and Barring Service is a merged entity, which began performing its functions in December of 2012. A CRB check UK, or Criminal Records Bureau check, may be required by employers for certain positions or jobs.
In the United Kingdom, companies may normally not ask applicants about their criminal history. However, there are some exceptions to this rule which do allow companies to inquire about criminal records and even perform a CRB check. In some instances, the law not only allows for a CRB check from a company—but actually legally requires it. A failure to comply with criminal record check regulations could lead to fines or even legal action against the company, depending on the severity of the infraction.
The Disclosure and Barring Service currently offers three different types of CRB checks. These types are: standard checks, enhanced checks, and enhanced with list checks. Standard checks provide information on convictions, cautions, reprimands and final warnings; enhanced checks provide everything covered by a standard check in addition to information supplied by the local police department; enhanced with list checks provide everything from enhanced and standard checks as well as information from a list check of individuals who are barred from working within certain sectors or with certain groups of people.
The general rule of thumb regarding the eligibility requirements imposed by the Disclosure and Barring Service is that the “higher risk” the position, the more likely it is that the company will be allowed to conduct a CRB check UK. Positions which involve working with children, positions in the health care industry, and positions which require the care of vulnerable adults are all typically eligible for enhanced criminal records checks. Positions that involve working with the public or an exceptional responsibility, such as working in the area of police enforcement or as a public accountant, are also typically eligible for a standard criminal records check.
In the United Kingdom, an individual may appeal the results of a CRB check UK if they believe the records contain mistakes, misrepresentations, or are otherwise incorrect.