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The importance of conducting thorough background checks cannot be overstated, especially in sectors where safeguarding vulnerable individuals is paramount. However, the challenge arises when historical convictions, particularly those committed during childhood, come to light during these checks. Employers must tread carefully to balance fairness with the need for security.
 
A recent article published in HR Magazine shed light on this very topic, highlighting how background checks often reveal minor childhood offences that might no longer be relevant or fair to consider. As a leading provider of background verification services, Verifile recognises the complexities involved in this process and advocates for an approach that ensures fairness while maintaining the necessary safeguards.
 
This blog post expands on the insights shared in the HR Magazine article, offering a deeper exploration of how employers can responsibly manage background checks, particularly in relation to childhood offences. We aim to guide employers in making informed decisions that protect their organisations while also upholding fairness and giving candidates the opportunity to demonstrate their rehabilitation.
 

The Context of Childhood Offences

It is well-recognised that childhood is a time for growth and learning, during which individuals may make mistakes. The UK legal system acknowledges this by implementing the Disclosure and Barring Service (DBS) filtering rules, which are designed to limit the disclosure of minor offences committed in youth. The purpose of these rules is to prevent such offences from having a lasting impact on a person’s life, particularly when they are not indicative of their current character.
 
For example, an offence like "taking a cycle without authority" committed at the age of 14 would likely be filtered out of a DBS check after a certain period, provided the individual has not reoffended. This allows individuals to move on from their past and be judged on their present merits rather than outdated misdemeanours. However, if the individual had multiple offences or if the offence was of a more serious nature, such as assault, it might still appear on a Standard or Enhanced check.


 

The Role of Employers in Background Checks

 When employers conduct criminal records checks, especially for roles involving vulnerable groups, it is crucial to select the appropriate level of DBS check—whether Basic, Standard, or Enhanced. Each level provides different levels of disclosure, with Enhanced checks revealing even spent convictions if deemed relevant to the role.
 
Yet, even when historical convictions are revealed, it is vital that employers assess each case on its individual merits. A 40-year-old conviction for something like fare evasion, particularly if it is the only blemish on an otherwise clean record, should not be weighed the same as recent convictions that indicate a pattern of concerning behaviour.
 

Choosing the Right Level of DBS Check

Employers must choose the appropriate level of DBS check based on the role they are hiring for—Basic, Standard, or Enhanced. Each type of check reveals different levels of information: 

• Basic Check: This level might suffice for most roles such as typical office jobs, warehouse operators and others. It only discloses unspent convictions, providing a more limited view of a candidate’s criminal history.
• Standard Check: This level discloses both spent and unspent convictions, along with cautions, warnings, and reprimands. It is typically used for roles that involve some level of responsibility such as some roles in Financial Services but do not necessarily include direct interaction with vulnerable groups. 
• Enhanced Check: This is necessary for roles involving significant responsibility, such as teaching or healthcare, as it can disclose all the information included in a Standard Check, plus any additional relevant information held by local police and checks against the barred lists if requested.

 
Employers should carefully consider the level of check required, as the choice has significant implications for both the organisation and the candidate. For instance, a historical conviction like a 40-year-old fare evasion offence should be evaluated within the context of the candidate’s entire history. If this is the only issue and the individual has demonstrated a clean record since, this should be weighed against their overall suitability. However, if the candidate has recent issues such as a history of fraud or dishonesty, even minor past offences might take on greater significance as part of a broader pattern of behaviour.
 

Balancing Safeguarding with Fairness

 Verifile strongly advocates that employers should not automatically reject candidates based on old convictions, especially those committed during childhood. Instead, it is advisable to engage with the candidate, providing them with an opportunity to explain the context of their past behaviour and any rehabilitation efforts they have made since. This approach not only fosters fairness but also aligns with the principles of natural justice and rehabilitation.
 

Considering Jurisdictional Differences

 It's also important to note that different UK jurisdictions have varying rules regarding the disclosure of offences. The filtering system discussed primarily applies in England and Wales. Employers must be aware of the rules in Scotland and Northern Ireland, where different filtering criteria may apply, and consider whether similar offences would be disclosed in these regions.
 

Conclusion

 Verifile strongly believes that while safeguarding is paramount, it must be balanced with fairness and recognition of an individual’s right to rehabilitation. Employers have a responsibility to ensure that their background checks are conducted thoughtfully, considering the full context of a candidate’s life and career, especially when dealing with historical offences from childhood.
 
Employers are encouraged to engage in a dialogue with candidates, allowing them to provide context for their past actions and demonstrate how they have moved forward. By taking a nuanced approach to background checks, employers can protect their organisations while also supporting the rehabilitation and fair treatment of candidates.
 
At Verifile, we are committed to helping employers navigate the complexities of background checks with integrity and fairness, ensuring that the right decisions are made for both the organisation and the individuals involved. Through careful consideration and a balanced approach, we can contribute to building a fairer and more inclusive workforce.

To learn more about how we can help you create a custom screening programme that benefits your company and its employees, get in touch with our team at sales@verifile.co.uk or give us a call on +44 (0) 1234 60 80 90. 

While intriguing cases will always capture our interest, the repetition of familiar stories and themes can cause them to lose their impact. It’s easy to become jaded and desensitised, particularly when it comes to academic claims, where fraudulent claims are a common occurrence.
 
We all know the narrative:
 
“That graduate job in IT looks appealing, but it requires a 2:1. I only have a 2:2, but surely no one will notice, right?”
 
Or,
 
“The job requires a master’s degree, but I only have a bachelor’s. Time to get creative with my certificate and Photoshop!”
 
As these lies become more frequent, the novelty of a “juicy case” fades. However, even in 2024, 20 years after Verifile was founded in 2004, we continue to uncover deceit in the academic credentials of the candidates we screen.
 
Our latest case involves a degree supposedly awarded in 1993, raising the question of how many employers have been deceived over the years.
 
Shawn* claimed he earned a degree in Computer Science from the University of North London in 1993. He even noted that “the university has ceased” in his submission, which was true – the University of North London merged in the early 2000s to form London Metropolitan University (LMU). Our investigation led us to LMU, but they struggled to find Shawn’s records. They requested a copy of his certificate, which he had pre-emptively uploaded.
 
To the untrained eye, the certificate appeared genuine. It featured the university’s logo, signatures, and a shiny seal. However, as the saying goes, the “devil is in the detail.”
 
The signatures of the “Provost and President” and “Vice Chancellor” were in different colours.

The seal was a generic gold seal with “Official Seal” and “Excellence” stated in the middle, rather than the university’s name or logo.


There was also a barcode in the bottom left corner with no numbers, suggesting this document might have been bought online. Moreover, research indicated that the university had never had a “Provost.”
 
London Metropolitan University concurred:
 
“It is with regret that I must confirm this is not a document issued by the University of North London. In 1993, the Vice Chancellor was Leslie Wagner, succeeded by Brian Roper in January 1994. There was never a position known as 'Provost and President,' and at no time were seals of this nature used. I’m sorry to impart such disappointing news.”
 
Even 30 years later, Shawn was still claiming a non-existent degree with pride!
 
Academic fraud is a recurring everyday issue and may as a result lose its initial shock value. Nevertheless, it still has the power to surprise. More importantly, cases like this highlight the ongoing need and demand for professional background screening services. Those still relying on copies of certificates will have no doubt believed that Shawn is a university graduate.
 
Although dealing with liars can be tiresome, their false narratives reinforce the essential role of background screening companies. In a strange way, we are grateful they exist, as they validate our mission for transparency in the workplace.
 
*Name changed for confidentiality

Introduction

Verifile is delighted to announce its recent accreditation by the Professional Background Screening Association (PBSA®) under the General Background Screening Accreditation Program. This prestigious recognition underscores our commitment to delivering the highest standards in background screening services. As one of the first companies to be accredited under this new global programme, and one of only two British-owned firms in the UK, Verifile is proud to lead the way in setting industry benchmarks for quality and reliability.

Eyal Ben-Cohen, Founder and CEO of Verifile: “Being awarded the PBSA accreditation is a significant honour for everyone at Verifile and a testament to our commitment to combatting fraud and enhancing the safety and security of businesses worldwide. This is our 10th accreditation, and its importance cannot be overstated; being recognised by the Professional Background Screening Association is profoundly meaningful to all of us at Verifile.”
 

What is PBSA Accreditation?

The PBSA’s accreditation programme is designed to establish and promote the highest levels of professionalism in the background screening industry. This rigorous process includes a thorough evaluation of an organisation’s policies, procedures, and operational practices. Accredited companies undergo detailed desk audits and virtual audits, ensuring adherence to stringent standards in areas such as consumer protection, legal compliance, and data security.

The Importance of PBSA Accreditation

Trust and Credibility: Trust is paramount in the background screening industry. PBSA accreditation enhances our credibility by ensuring our processes meet the highest industry standards. This certification acts as an assurance to our clients that we are committed to delivering reliable and accurate background checks. It reassures clients that our services are conducted with the utmost integrity and professionalism, bolstering their confidence in partnering with us.

Compliance Assurance: In today’s regulatory landscape, compliance is more critical than ever. Our PBSA accreditation process involves a thorough evaluation of our adherence to various laws and regulations, including data protection and privacy laws. This rigorous scrutiny ensures that our clients remain compliant with relevant legal standards, thereby reducing the risk of legal repercussions. Our commitment to compliance means that we continuously monitor and adapt to any changes in regulations, providing our clients with peace of mind.

Data Security: At Verifile, data security is a top priority. The PBSA accreditation mandates strict data security measures to protect sensitive information. We implement advanced security protocols, including encryption, access controls, and regular security audits, to safeguard the data we handle. Our commitment to data security is reflected in our robust policies and procedures designed to prevent data breaches and ensure the confidentiality of our clients’ information. This focus on security is essential in maintaining the trust of our clients and protecting their valuable data.

The History and Differences of PBSA Accreditation Programs

The PBSA, formerly known as the National Association of Professional Background Screeners (NAPBS), rebranded to reflect its global reach and commitment to boundaryless standards in the background screening industry. PBSA offers two accreditation programs: one tailored for U.S.-based firms and a new global program for firms outside the U.S. The U.S. accreditation program has been established for some time, while the global program, which Verifile is part of, is newly launched, making Verifile one of the first companies to achieve this recognition.

The U.S. program focuses on compliance with federal and state regulations, emphasising best practices within the U.S. context. The global program, however, addresses the diverse regulatory environments across different countries, ensuring that accredited companies meet high standards regardless of their operational geography.

The Accreditation Process

Achieving PBSA accreditation involves a comprehensive and stringent evaluation process designed to verify that an organisation meets the highest standards in background screening. This includes:

Desk Audit: A detailed review of all policies, procedures, and documentation to ensure compliance with PBSA standards. This includes a review of its policies and procedures as they relate to six critical areas: Information Security, Legal and Compliance, Client Education, Researcher and Data Standards, Verification Services Standards, and Business Practices.

Virtual Audit: An examination of the organisation’s operations to verify that practices align with documented procedures.

Oversight: The PBSA’s Background Screening Credentialing Council oversees the application process and is the governing accreditation body that validates whether the background screening organisations seeking accreditation meet or exceed a measurable standard of competence. 
The accreditation is valid for ten years, with an interim surveillance audit conducted at the three-year mark to ensure ongoing compliance.

Verifile’s Commitment to Excellence

At Verifile, we have always prioritised delivering high-quality, accurate, and timely background checks. Our PBSA accreditation validates our efforts and highlights our capabilities in the following areas:

Comprehensive Data Sources: We utilise hundreds of data sources globally to ensure thorough and accurate background checks. Our extensive network allows us to access a wide range of information, providing our clients with comprehensive screening results.

Advanced Technology: Our investment in cutting-edge technology enables us to provide efficient and precise screening services. Many of our checks are automated, allowing for faster turnaround times without compromising accuracy. This technological advantage ensures that we can meet the demands of our clients swiftly and effectively.

Expert Team: Our team of over 150 highly qualified experts scrutinises data meticulously to guide clients through complex screening outputs. This expertise helps clients make informed recruitment decisions, mitigating risks associated with hiring.

Global Reach: With services extending to over 200 countries, we offer unparalleled global screening capabilities. This ensures consistency and reliability in our background checks, regardless of the candidate’s location. Our global reach makes us an ideal partner for multinational companies and organisations with diverse hiring needs.

Benefits for HR Professionals

For HR professionals, the implications of Verifile’s PBSA accreditation are profound. By partnering with us, you are assured of:

Enhanced Recruitment Processes: Our rigorous screening processes help mitigate recruitment risks, ensuring that you hire the right candidates. This reduces the likelihood of hiring individuals who may pose a risk to your organisation, protecting your company’s reputation and assets.

Regulatory Compliance: We help you stay compliant with relevant employment regulations and standards, protecting your organisation from potential legal pitfalls. This is especially important in industries with strict regulatory requirements, such as finance, healthcare, and education.

Peace of Mind: Knowing that your background screening provider is accredited by PBSA allows you to focus on other critical aspects of HR management. You can be confident that your screening needs are in expert hands, with services that meet the highest standards of quality and reliability.

How Verifile’s PBSA Accreditation Benefits You

Improved Hiring Decisions: Our comprehensive background checks provide detailed insights into candidates’ histories, enabling you to make more informed hiring decisions. This helps in identifying the best talent and reducing turnover rates, saving your organisation time and resources.

Risk Mitigation: By conducting thorough background checks, we help you mitigate risks associated with negligent hiring. This includes identifying any criminal history, verifying employment history, and checking educational qualifications. These checks ensure that you are hiring candidates who are trustworthy and qualified.

Enhanced Candidate Experience: Our streamlined and efficient background screening process ensures a positive experience for candidates. By using advanced technology and automation, we reduce the time required for background checks, allowing candidates to start their roles sooner.

Our Commitment to Continuous Improvement
At Verifile, we are committed to continuous improvement and innovation. Our PBSA accreditation is not the end of our journey but a milestone that inspires us to keep pushing the boundaries of excellence. We continually review and enhance our processes to ensure that we remain at the forefront of the background screening industry.

Additional Accreditations and Recognitions
This PBSA accreditation marks Verifile’s tenth major accreditation, further solidifying our position as an authority in the background screening industry. Additionally, we are honoured to have received the King’s Award for Enterprise twice, reflecting our commitment to outstanding achievements in innovation and business performance.

Conclusion

Verifile’s PBSA accreditation is a landmark achievement that reinforces our position as a leader in the background screening industry. As one of the first companies to be accredited under the PBSA’s global programme, we are proud to set a new benchmark for excellence. For HR professionals seeking a reliable, compliant, and secure screening partner, Verifile offers unmatched expertise and a steadfast commitment to excellence.

We invite you to experience the Verifile difference and join the ranks of satisfied clients who trust us to support their recruitment and onboarding processes. To learn more about our services and how we can assist you in making informed hiring decisions, please contact us.