Reported in the news on 21 July 2011 was the issue of whether the office at No 10 should have carried out background checks on Andy Coulson. What would this have found and would it have made any difference to Andy Coulson’s appointment?
Background checks (or pre employment screening) are becoming increasingly widespread in their use for UK employers. Such checks enable employers to investigate and verify a considerable level of background information including information not disclosed by the prospective employee.
If the employment is related to UK Government, as in the case of Andy Coulson, then higher levels of screening can be undertaken, these are: CTC, SC and DV (for more information on security vetting visit http://www.credit-check-services.co.uk/employment/security-vetting.html ). Excluding CTC, SC and DV, the main areas covered by pre employment screening are:
- Criminal background; this can identify information recorded by the courts or by the police ranging from criminal convictions through to arrests, cautions, fines, etc.
- Financial background; this can identify a range of data from civil court enforced debts to debt management orders, credit searches undertaken, account verifications, etc.
- Qualifications and professional memberships; these can be verified for legitimacy.
- Employment history; this can range from confirming periods of appointments and salaries through to performance related information.
- Identity; verification, immigration status, and the right to work in UK.
- Sanctions; to confirm if the individual is subject to any UK or national sanctions, typically HM Treasury and the USA OFAC databases.
- Company legal appointments; identifying current and past appointments and any disqualifications (e.g. from appointment as company director or company secretary).
By carrying out higher levels of security screening (CTC, SC and DV) the investigation extends further to cover the financial situation of the applicant, information on family and relatives, and any information that could be considered to put the applicant in a position where they could be influenced to undermine their employment, for example being bribed to obtain information for a third party.
