A Guide To DBS Checks for HR Departments
Human resources departments are often in charge of recruitment and vetting of job applicants within a company.
Therefore, staff who work in HR departments need to have a good understanding of the overall vetting process, including how DBS Checks work in terms of eligibility and how to process them, especially for roles that require safeguarding of children or vulnerable adults.
In this guide, we’ll look at how DBS Checks are used by HR departments and how to go about applying for them.
What is a DBS Check?
A DBS Check is a criminal background check that is processed by the Disclosure and Barring Service (DBS) in England and Wales and Disclosure Scotland.
The most common reason for employees to require a DBS Check is for a regulated activity. A regulated activity involves working directly and unsupervised with children or vulnerable adults on a frequent basis. If the role is classed as a regulated activity, it means that any applicants will need to get an Enhanced DBS Check and barred list check before they can start work.
Other job roles may need a lower level of DBS Check – basic or standard, depending on the responsibilities of the role.
What is revealed on the different levels of DBS Check?
The different levels of DBS Check reveal different types of convictions and offences. The HR department needs to decide which level of check to request for each role.
A Basic DBS Check reveals unspent convictions and conditional cautions only.
A Standard DBS Check reveals both spent and unspent convictions, as well as any cautions, warnings, and reprimands.
An Enhanced DBS Check reveals the same as a Standard DBS Check, as well as any relevant information that is held on police file about the individual.
A DBS Barred List Check reveals whether the individual has been banned from working with children or vulnerable adults due to the nature of past offences. Any individual found to be on the barred list is not permitted to work in jobs that have a safeguarding element.
What to do if an applicant has a criminal record?
Any applicants that are found to have a criminal record need to be treated fairly and without discrimination if the nature of the crimes do not directly affect their ability or suitability to carry out the advertised role.
This is especially important when it comes to safeguarding of children or vulnerable adults and the criminal convictions were for serious crimes.
Any applicants who have previous criminal convictions on their record should be considered carefully and only ruled out if the offences are relevant and serious enough to make the unsuitable.
Summary of DBS Checks for HR Departments
HR departments are often in charge of recruitment of new staff and carrying out vetting and criminal background checks, known as DBS Checks.
If you work for a HR department that handles a lot of DBS Checks, you may be pleased to know that you can apply for them online using our service for businesses and HR departments.
If you want to find out more about DBS Checks, including how to use our convenient and fast online service, then get in touch today.