Background Screening - We are here to answer all your questions

Background check, is the act of investigating and compiling a range of employment, educational, criminal, financial, and other data about an individual or organisation in order to assess that person for employment purposes.

In order to help businesses, make informed decisions about potential job applications, one of the most helpful ways to gather data quickly and effectively is to analyse the histories of potential employees.

Businesses should utilise pre-employment screening since ceasing the hiring process is significantly easier than firing an employee. It's the quickest and safest way to guarantee they're hiring trustworthy, qualified personnel.

The information that background check can provide an employer for making a safe and secure hiring decision are:

• Employment history
• Education history
• Criminal history
• Credit reports
• Driving records

Background check involves different level of checks which help employers get the above set of information. In this blog we shall clear all your doubts related to:

• Criminal record checks; and


• Employment reference checks

1. Criminal Record Checks

Some of the most frequent questions employers have in their mind while conducting criminal record checks are as follows:

What is a criminal record check?

A criminal record checks enables you to evaluate your candidate and assess the risks of hiring someone with a criminal history. It is a component of the overall background investigation done before hiring a candidate. It looks at various publicly available data to reveal the candidate's criminal history, if any.

What does criminal record checks reveal?

One of the most crucial things that business owners want to learn when conducting background checks is whether or not a potential employee has a criminal history. Because of the potential difficulties in the future, an employer may want to avoid hiring someone who has been charged with multiple felonies. A criminal record checks will reveal certain information, including:

• Incarceration records
• Orders, decrees, and judgements of the courts
• Arrests
• Convictions for felonies/misdemeanors
• Sexual transgressions

Why are criminal record checks necessary?

You take on the possibility that a new hire is either unqualified for the position or, worse yet, would be detrimental to your business when you hire them. The best way to ensure favourable hiring decisions is to carry out thorough criminal record checks.

You increase the overall quality of your hires by properly screening candidates for criminal backgrounds. Furthermore, you may limit employee theft losses and the risk that might accompany a case for negligent hiring. Courts have held that companies must use reasonable caution when hiring someone who may endanger the public.

Who can check your criminal record?

Employers can verify your criminal record regardless of the position you apply for. A Disclosure and Barring Service (DBS) check is performed in this manner.

An employer may seek a more extensive DBS check for positions, such as those that involve children or in healthcare.

If your company is unable to get a more extensive check for your position, they may still seek a basic check.

What is the difference between criminal record checks and employee background checks?

In most circumstances, routine background checks contain information about criminal actions. Criminal record checks, on the other hand, provide specialised information on the candidate's criminal history.

How do businesses do criminal record checks on applicants?

External, third-party businesses specialising in providing criminal record checks, like Complygate, are typically used. Complygate is more qualified to conduct a complete, accurate, and comprehensive check due to their particular competences.

Over time, these companies may also give comments on system flaws and ways to enhance the job applicant criminal background verification process.

The method's effectiveness is also contingent on the firm's HR team's ability to comprehend the subtleties of the criminal record checks process.

2. Employment reference checks

Here we shall answer the most frequent questions that employers generally seek regarding reference checks while making hiring decisions.

What are employment reference checks?

Reference checks are recruitment process strategy used by hiring managers/recruiters to learn more about an applicant by contacting past employers, schools, and so on.

What are the benefits of conducting reference checks?

• They confirm the accuracy of the information given by the applicant.
• They investigate whether the candidate has a criminal past or background.
• They determine if the candidate possesses the necessary set of skills for the job.
• They can assist in identifying patterns of conduct displayed by the candidate while working for the prior job.
• They can assist anticipate his or her success in his or her new employment.

What is included in employment reference checks?

A reference checks may consist of multiple phases. The employer might simply confirm dates of employment and job titles, as well as dates of college attendance and degree obtained. Thorough reference checks will include communicating with references to gain insight into an applicant's abilities, credentials, and ability to do the job.

In the event of a comprehensive inquiry, the references should anticipate questions similar to those asked of prospective candidates during an interview. They may be questioned about the applicant's strengths and weaknesses, best characteristics, ability to deal with stress, and so on.

Are reference checks same as background checks?

Although reference checks and background checks cover many of the same areas, they are not the same. Background checks are used to validate the applicants’ experience and qualifications, whilst reference checks are used to offer insight into their talents as a performer.

Reference checks will generally concentrate on the personal and professional references you submit to the employer. (However, not always.) Background checks, on the other hand, may involve a study of a candidates’ job history, credit history, and criminal record.

What is the difference between reference checks and employment verification?

Reference checks examine a much bigger range of sources on a broader range of themes. Employment verifications merely confirm the information provided throughout the application procedure. These two time-consuming but crucial recruiting process phases are critical in determining a candidate's fitness for employment.

How does Complygate help companies with compliant background screening?

Agile: We employ technology and automation to simplify each stage of the verification process. The usage of technology aids in the reduction of verification time. Together with professional on-field agents, we are able to complete the verifications quickly and efficiently.

Easy to use: The Complygate method is simple to use and necessitates little information and effort from both the HR staff and the candidate.

Transparent: Complygate offers transparency in every step of verification. At any moment, HR personnel may review the status of verification, add or delete applicants, identify discrepancies, and produce reports.

Quality Service: Complygate offers high-quality services that are compliant at reasonable prices.