Why Effective Employee Screening Matters More Than Ever
06/05/2026
For the Security Systems and Alarms Inspection Board, effective employee screening is a core requirement.
In a world where security threats are readily evolving, should your approach to hiring advance accordingly? With initiatives like Martyn’s Law successfully leading to new legislation to mandate increased security at public venues, it’s clear that safety and vigilance are no longer optional; they are essential.
As organisations adjust to new regulatory standards and growing public expectations, the emphasis on thorough hiring and vetting processes has never been more fundamental. Recognised standards such as BS7858:2019, Baseline Personnel Security Standard (BPSS), criminal record checks and other bespoke screening packages are foundations in demonstrating compliance and industry best practice.
The Limitations of CVs and First Impressions
The onboarding process typically begins with a Curriculum Vitae (CV), an important yet commonly flawed document. Typically, these are minor spelling mistakes or serious misrepresentations, such as inflated job titles, falsified qualifications, or unearned accreditations. Despite its purpose to showcase a candidate’s skills and experience, a staggering 80% of CVs contain inaccuracies.
“At the end of the day, CVs are marketing documents, not legally verified histories,” states Steve Cox, Director at Security & Vetting Solutions, an employee background checking company known for robust compliance. “Without vetting, you’re trusting a first impression that might not reflect reality.”
Going Beyond the CV: Essential Screening Checks
Not all roles require in-depth background checks, but many should do more than just a CV and interview. For example:
Every employee in the UK is required to have a Right to Work check before starting employment. This is usually done as part of the onboarding process or on their first day. Advances in technology allow identity and Right to Work checks to be completed digitally. These have become increasingly desirable to employers due to the reduced risk of fraudulent documentation and improved efficiency.
Criminal record checks are an essential part of risk management for every organisation. Everyone is entitled to a Basic disclosure for unspent convictions, while Standard and Enhanced checks can provide deeper insight, including spent convictions and barred lists for safeguarding roles.
Handling money? Financial checks help employers verify a candidate’s history of responsible money management or uncover potential risk, such as fraud or undisclosed debts. These issues can indicate financial vulnerability, which may increase the likelihood of financial misconduct or susceptibility to bribery.
Manager, Marketing or HR? A social media screening could reveal views or behaviours that may conflict with your organisation’s values or damage brand reputation if made public.
International experience? With more people working abroad, it’s crucial to understand the risks. In the UK alone, over 12.5 million people have a criminal record, and surprisingly, international convictions are rarely shared between countries. Therefore, a candidate could pass a UK criminal record check while still posing a significant risk unless proper screening is in place.
“Skipping these checks is a risk no organisation should take,” notes Steve. “The cost of a bad hire dramatically outweighs the cost of due diligence.”
The result of a bad hire could lead to operational disruption, reputational damage, or even security breaches.
Screening in Security-sensitive environments: BS7858
Operating in security-sensitive environments? BS7858 is the recognised British Standard for screening individuals. As Peter Cowell, an SSAIB Auditor, explains:
“The standard exists to assess and mitigate risk by ensuring that individuals working in security-sensitive roles are properly vetted, trustworthy, and suitable for the level of access they are granted.”
BS7858 screening typically includes:
- Identity verification
- Right to Work checks
- Five-year employment history verification
- Gap period verification
- Criminal record checks
- Financial probity assessments
Adhering to BS7858 goes beyond box-ticking; it demonstrates a commitment to safeguarding people, property, and organisational reputation.
“From an SSAIB perspective, those organisations who work in security and are seeking certification, implementing processes that are compliant with BS 7858 is a prerequisite, it is also a mandatory requirement for ongoing certification.
Effective screening helps identify potential security risks prior to the employment of an individual, such as undisclosed criminal history, unexplained gaps in employment, identity inconsistencies, or financial vulnerabilities that could expose organisations and clients to insider threat, fraud, or compromise. This provides the organisation with the relevant information to make a better employment decision.” Peter notes.
Training, Oversights and a Robust Security Culture
The standard also requires that all staff involved in the vetting process are properly trained, whether the vetting is conducted in-house or outsourced.
“We look for clear, documented evidence that organisations are implementing the processes described in the standard.
This includes consistent and thorough personnel screening, structured record-keeping, and demonstrable oversight at every stage of the screening lifecycle.
Proper training, accurate documentation handling and records are key indicators of a robust and mature security culture that can be easily audited to confirm compliance.
When these elements are in place, they provide confidence that an organisation understands its responsibilities, protects the integrity of its operations, and is committed to managing risk proactively.” says Peter.
Government Contracts and Sensitive Information: BPSS
Access to sensitive information or obtaining government contracts? Organisations should consider Baseline Personnel Security Standard (BPSS) checks, which are the UK government’s mandatory pre-employment screening for individuals working with official assets, government contracts, or sensitive information, where national security and data integrity are critical.
BPSS typically includes:
- Identity verification
- Right to Work
- 3-year employment history verification
- Gap period verification
- Criminal record check
This type of screening forms the foundation for higher security clearances such as Security Check (SC) and Developed Vetting (DV), which are required for access to classified information. Incorporating BPSS screening into your hiring process lays the groundwork for advanced security clearances, ensuring a seamless progression for roles requiring access to classified information.
Data Protection and Candidate Consent
Data is one of the most critical considerations in any vetting process. Employers must handle personal information responsibly and in full compliance with legal requirements.
Under the Data Protection Act 2018, employers must obtain legal permission before conducting background checks. This requires informing the candidate about the specific checks being carried out and obtaining their written consent, including a signed declaration, prior to vetting.
“Most candidates welcome vetting. It shows the employer is serious. If someone’s avoiding it, you should ask yourself why.” advises Steve.
Candidates who are unwilling to engage in the vetting process are often doing so for a reason. “In our experience, a reluctance to provide references, documentation, or consent often signals something deeper.” mentions Steve.
Accreditation, Compliance and Competitive Advantage
Most organisations conduct vetting to protect their own operations and reputation. However, thorough screening is also essential for achieving industry accreditations.
Security Systems and Alarms Inspection Board (SSAIB) accreditation is a widely recognised benchmark of trust, quality, and compliance in the security industry.
SSAIB-certified companies must demonstrate robust screening processes aligned with BS7858.
“Ultimately, BS 7858 screening is about safeguarding people, assets, and reputations, and maintaining trust across the entire security supply chain.” states Peter.
A requirement increasingly demanded by insurers and clients, making accreditation a competitive advantage as well as a compliance necessity.
Making Vetting Your First Line of Defence
In today’s climate of heightened expectations and stricter regulations, security isn’t just about your building or software – it starts with who you hire.
Every step of the vetting process matters, and not completing adequate due diligence can lead to costly outcomes.
While internal checks are possible, they demand time, precision, and full compliance.
Partnering with a trusted screening provider like Security & Vetting Solutions ensures full compliance, audit readiness, and peace of mind that your workforce meets the highest security standards.
From Right to Work checks to BS7858 Security Screening, we help you protect your organisation, your reputation, and your people.
Don’t leave security to chance; make vetting your first line of defence.
Comments provided by representatives of SSAIB relate to industry standards and compliance requirements only and should not be interpreted as endorsement of any specific provider or organisation.
