Key takeaways
- Every new hire is an opportunity to establish a consistent hiring process.
- Different roles may require different employment screening checks.
- A structured hiring checklist can help support consistent recruitment practices.
- Right to Work checks should be completed before employment begins, in line with current Home Office requirements.
- Digital employment screening can help simplify hiring for growing businesses.
- Background Direct provides flexible employment screening designed for UK small businesses.
For small businesses, the first hire is a major milestone. It helps to set up a consistent hiring process from the start, so recruitment decisions stay informed and repeatable as the business grows.
Employment screening can help employers assess candidates against the requirements of a role, but screening should be proportionate. The checks that may be considered appropriate depend on the role, its responsibilities, the industry, and any applicable requirements, and not every employee needs every check. Taking a risk-based approach can help employers determine which checks are appropriate for a particular position. Background Direct, First Advantage’s pay-as-you-go screening service, is designed to help UK small businesses complete employment screening checks online.
In this article, we explore:
- Which background checks to consider before hiring
- Why different roles may require different screening
- How to use a practical pre-employment checklist
- Common considerations before onboarding
- How Background Direct supports UK small businesses
Why is it important to complete background checks before hiring your first employee?
Structured pre-employment screening may help small businesses establish a more consistent and informed hiring process by:
- Making more informed hiring decisions
- Verifying relevant candidate information
- Supporting consistent recruitment processes
- Helping mitigate recruitment risks
- Building a trusted workforce
Right to Work checks are a specific employer requirement in the UK. Employers must establish a prospective employee’s right to work before employment begins. Other checks depend on the role, industry, responsibilities, and applicable requirements.
If you are setting up your process now, Background Direct may offer a flexible way to complete the checks that are appropriate for the role you are hiring for.
What should be included in a background check checklist?
Not every check applies to every role. Treat the list below as an informative starting point, then decide which checks are appropriate based on your compliance requirements and the responsibilities of the job you are advertising.
UK Right to Work checks
Employers must establish a prospective employee’s right to work before employment begins. GOV.UK sets out different ways employers can complete Right to Work checks, depending on the candidate’s circumstances, including online checks, eligible document checks, and digital identity verification through an approved identity service provider. Employers may face a civil penalty if they employ someone without establishing the appropriate UK Right to Work, so they should follow current Home Office guidance. Retaining evidence of the completed check can help employers establish a statutory excuse against liability for a civil penalty.
Disclosure and Barring Service (DBS) criminal record checks
DBS checks are not required for every employee. The DBS offers basic, standard, and enhanced checks, and more detailed checks are available for certain roles, such as some in healthcare or childcare. The appropriate check depends on the role and eligibility requirements. Employers should confirm that any DBS check requested is appropriate for the position and that the eligibility requirements are met, as set out in the DBS eligibility guidance.
Employment verification
Employment verification can help confirm relevant employment history details, such as the roles and dates stated on a CV, where appropriate.
Driving licence checks
These may be relevant when hiring for positions that involve driving, such as delivery roles.
Politically exposed persons (PEP) and sanctions checks
These may be relevant depending on the role, business activities, or applicable requirements; for example, where a role involves financial responsibilities or where organisations are subject to financial crime compliance obligations.
Other role-specific checks
Additional checks, such as qualification verification, may be appropriate depending on the role, industry, or regulatory environment.
Your pre-employment background check checklist
Use this as practical guidance, not as a universal legal or regulatory checklist. Screening decisions should be based on the responsibilities of the role and any applicable requirements. This checklist is general information and does not constitute legal advice. Employers should consult their own legal advisers about their circumstances.
| Before advertising the role |
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| During recruitment |
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| Before making an offer or starting employment |
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| Before onboarding |
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| Ongoing record management |
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Which background checks are appropriate for different job roles?
Screening should be proportionate to the responsibilities of the role and any applicable regulatory or industry requirements. These examples for UK positions are illustrative only, and no role automatically requires every check listed.
| Role | Checks to consider | Why they may be relevant |
|---|---|---|
| Office administrator | Right to Work, employment verification, DBS where appropriate | Access to business information and systems |
| Retail assistant | Right to Work, employment verification, DBS where appropriate | Customer-facing responsibilities |
| Delivery driver | Right to Work, driving licence verification | Driving responsibilities |
| Hospitality employee | Right to Work, employment verification, DBS where appropriate | Customer-facing and role-specific responsibilities |
| Healthcare worker | Right to Work, relevant DBS check, employment or qualification verification | Regulation and safeguarding considerations |
| Finance staff | Right to Work, employment verification, and relevant additional screening where appropriate | Financial responsibilities and access to sensitive information |
The availability of certain checks, including DBS checks, depends on the duties of the role and applicable eligibility requirements.
How does Background Direct simplify employment screening?
Background Direct is First Advantage’s secure online platform for UK small businesses. It offers:
- Self-service account registration
- Pay-as-you-go pricing, with no minimum order volumes
- Digital identity verification, with an in-person Post Office option if a candidate cannot complete the check digitally
- Multiple screening services in one place, including DBS checks, UK Right to Work, employment history, driving licence validation, and PEP and sanctions screening
Candidates must be informed about the screening process and be provided with a privacy notice before a check starts.
How can small businesses build a consistent hiring process?
A repeatable process helps you treat comparable roles in the same way. Decide the appropriate checks for the role before you advertise, tell candidates what to expect, and keep appropriate records. Digital screening may help reduce administrative work compared with manual processes, while a consistent approach can support growth as you hire more people. Acas guidance on recruitment also stresses following a fair process and complying with employment and data protection law.
For the wider picture, see our guide to background screening for UK small businesses. When you are ready to put your process into practice, explore Background Direct.
Build a consistent screening process with Background Direct
Whether you are hiring your first employee or growing your workforce, Background Direct provides flexible, pay-as-you-go employment screening through a secure online platform designed for UK small businesses, helping employers complete the checks appropriate to their hiring needs.
Frequently asked questions
What background checks should I complete before hiring my first employee?
It depends on the role, responsibilities, industry, and applicable requirements. Right to Work is a specific employer requirement, while other checks may be appropriate depending on the role and circumstances.
Which background checks are appropriate for different job roles?
Screening should be proportionate to the responsibilities of the role and any regulatory or industry requirements. For example, a delivery role may involve a driving licence check, while a healthcare role may involve a relevant DBS check.
Are DBS checks required for every employee?
Not for every employee. Eligibility and the level of check that may be requested vary based on the role and applicable requirements.
Can small businesses complete employment screening online?
Yes, eligible checks can be completed digitally. Online screening may help reduce administrative work and improve efficiency for small businesses.
How does Background Direct help small businesses with employment screening?
Background Direct is a secure online platform offering self-service registration and pay-as-you-go access to multiple screening services, along with digital identity verification, helping small businesses complete role-appropriate employment screening in one place.
Sources
Background Direct: Small Business Background Checks | Background Screening Made Simple for UK Small Businesses | GOV.UK: Get ready to employ someone for the first time | GOV.UK: Check a job applicant’s right to work | GOV.UK: Right to work checks: an employer’s guide | GOV.UK: Check someone’s criminal record | GOV.UK: DBS eligibility guidance | Disclosure and Barring Service | Acas: How employers should recruit
