Pre-Employment Checks: 5 Key Components

Key Summary

• Pre-employment checks are usually done after a conditional job offer has been made.
• They are essential for verifying a candidate’s identity, legal right to work, work history, and other important details.
• Key components of these checks include:
  1. Identity verification.
  2. Employment history and references.
  3. Social media background checks.
  4. Right-to-work checks.
  5. Criminal record checks.
• Conducting thorough checks helps protect your business from hiring risks, ensures compliance with UK laws, and gives you peace of mind when bringing someone new onto your team.

Introduction

Hiring the right person is one of the most important decisions a business can make. It’s not just about finding someone with the right skills—it’s about ensuring they are trustworthy, qualified, and legally allowed to work. That’s where pre-employment checks come in.

Pre-employment checks act as a safety net, protecting your business from risks like fraud, hiring unqualified individuals, or even facing legal trouble. In this guide, we’ll explain what these checks are, when you should do them, and how they help your business.

When Should Pre-Employment Checks Be Done?

Pre-employment checks are usually carried out after you’ve made a conditional job offer. This means you’ve already decided the person is right for the job, but the offer is subject to them passing these checks.

Why wait until after the offer?

Doing checks earlier can waste time and money if the person doesn’t get the job. Waiting until the offer stage also respects the privacy of other applicants who aren’t successful.

However, for jobs where certain clearances or qualifications are critical—like working with vulnerable people or handling sensitive data—it might make sense to start some checks earlier. For example, if a role requires a DBS check, starting this process early can avoid delays later.

1. Identity Verification

The first step in any pre-employment check is confirming that the person is who they say they are. This involves checking official documents like a passport, driver’s licence, or utility bills.

Why is this important? Identity fraud is becoming more common, and hiring someone using a false identity could expose your business to serious risks. For example, they might not have the legal right to work, or they could be hiding a problematic history.

A simple identity check ensures you’re starting on solid ground and reduces the risk of fraud or misrepresentation from the beginning.

2. Employment History and References

A candidate’s CV can tell you a lot about their experience, but it’s important to confirm that their work history is accurate. Employment history checks involve verifying details like:

• The dates they worked at previous jobs.
• Their job titles and responsibilities.
• Any gaps in employment.

Checking references is just as important. Speaking to previous employers can give you insight into the candidate’s performance, reliability, and character. Make sure you contact official company details (like a work email or phone number) rather than relying on personal references provided by the candidate. Fake references are more common than you might think, so it’s always better to double-check.

3. Social Media Background Checks

Social media can be a valuable tool for learning more about candidates, but it should be used carefully. Reviewing someone’s publicly available social media profiles can help you spot potential red flags, such as:

• Inappropriate or offensive behaviour.
• Evidence of illegal activities.
• Comments or actions that could damage your company’s reputation.

It’s essential to conduct social media checks ethically. Stick to public information and focus on things that are relevant to the job. For example, a pattern of unprofessional behaviour could be a red flag for a customer-facing role, but someone’s personal political views are usually irrelevant.

Make sure your hiring decisions comply with UK laws, including the Equality Act 2010, which prohibits discrimination based on protected characteristics like race, religion, or gender.

4. Right to Work Checks

Every employer in the UK has a legal duty to ensure their staff have the right to work. Right-to-work checks involve verifying documents such as:

• UK or Irish passports.
• Biometric residence permits (for non-UK citizens).
• Documents confirming settled or pre-settled status under the EU Settlement Scheme.

Failing to carry out these checks can result in heavy fines—up to £20,000 per worker—and damage to your company’s reputation.

To make sure your checks are valid, you should follow the Home Office’s guidance and keep copies of all relevant documents. Using the online right-to-work checking service can simplify this process.

5. Criminal Record Pre-Employment Checks

For some roles, especially those involving children, vulnerable adults, or sensitive data, it’s essential to check a candidate’s criminal record. In the UK, this is done through the Disclosure and Barring Service (DBS).

There are three levels of DBS checks:

• Basic check: Shows unspent convictions.
• Standard check: Includes spent and unspent convictions, cautions, and warnings.
• Enhanced check: Includes all the above plus information held by local police.

Only request a DBS check if it’s necessary for the role. For example, it might not be necessary to request one for an office assistant, but it might be mandatory for a care worker.

Remember that a criminal record doesn’t automatically disqualify someone from a job. It’s important to consider the nature of the offence and its relevance to the role.

Pre-Employment Checks: Frequently Asked Questions

1. Why are pre-employment checks necessary?

They protect your business from hiring risks, ensure legal compliance, and help you avoid costly mistakes like hiring someone unqualified or untrustworthy.

2. When should I start pre-employment checks?

These are typically done after a conditional job offer, but for certain roles (e.g., those requiring a DBS check), it can be helpful to start earlier.

3. Are social media checks legal?

Yes, as long as you stick to publicly available information and avoid discrimination. Always focus on job-relevant behaviours or actions.

4. What happens if a candidate fails a check?

If someone fails a check—such as providing false information or lacking the right to work—you can legally withdraw the job offer.

5. Do I need consent to run these checks?

Yes, consent is usually required, especially for things like reference checks and DBS checks. Make sure candidates know what checks you’ll be doing and why.

Final Thoughts

Pre-employment checks are an essential part of a safe and effective hiring process. By verifying identity, work history, and more, you can make confident decisions that protect your business.

At Tremark, we understand how complex these checks can be. Our expert team can handle the process for you, giving you the peace of mind that every hire is the right one.

Get in touch today to learn more about how we can help.