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BS7858:2019 A guide to the new standard.

This year has seen an update to the BS7858 standard which covers the screening of individuals working in a secure environment.

The standard, which was last updated in 2012 has been brought up to date and features a number of changes and is the absolute minimum you should be looking for from your background screening company. The new standard is called BS7858:2019

What is BS7858:2019?

This standard is a guide and code of practice for managers and companies involved in the screening of people, generally where they are working in a secure environment.

This can mean security staff or people who are employed in sensitive areas such as defence, finance or any area where security is a concern.

Of course, the standard is an excellent guide for companies who conduct background screening so it doesn’t necessarily mean that it is confined purely to workers in secure environments and we’d argue that any business that outsources its screening should do so to a BS7858 compliant firm.

Initial data collection

The first steps to carrying out screening under BS7858:2019 is to collect data from the subject.

The standard goes into some depth as to what needs to be collected but these fall into 5 main areas;

1.       The individual’s personal data such as name, address, date of birth etc.

2.       Full address history for the last five years including from and to dates.

3.       Details of their education, employment and periods of self-employment or any gaps.

4.       Any cautions or convictions. This will be subject to the rehabilitation of offenders act 1974 in the UK.

5.       Details of any bankruptcy or county court judgements or financial judgements made in the courts.

Authorisations

Before screening can start the individual will need to give the company authorisation to carry out the process and acknowledge some legal points.

These are;

·         Acknowledgement that misrepresentation of facts or the failure to disclose could lead to a withdrawal of an offer of employment or disciplinary action if they are already employed.

·         A signed declaration that they understand that employment is subject to a satisfactory screening result and stating that all of the information they have provided is accurate.

·         Authorisation for the company to contact former employers, educational establishments and government departments and request history.

·         An agreement allowing the company to check public records such as electoral roll or social media.

  Risk-based approach to hiring

It is important to remember that the standard takes a ‘risk-based’ approach to the employment of individuals.

Managers shouldn’t simply reject any candidate who has an adverse finding as a result of the screening process. In fact, they should reject the candidate only if they are not suitable for the role.

For example, a higher level of risk is attached to people who have direct responsibility for the company bank account and the organisation would be justified in rejecting someone who has a history of theft offences.

However, if someone has an historical offence of affray, the organisation should take a risk-based view of whether that type of offending is likely to occur within the office environment.

Individuals that carry out screening

In a new section, the standard sets out the requirement for people that carry out screening, to be screened themselves.

This makes sense, certainly from the point of view of GDPR and for any organisation that is handling sensitive data should be a given.

This applies not only to the people that actually do the work of background checking (called screening administrators) but also their managers (screening controllers) as they may be required to review the outcome of the process.

Although not specifically stated in the standard, from a GDPR point of view it would be desirable to also screen anyone that may have access to the sensitive data such as IT staff etc.

The 2019 standard also sets out the requirement for staff training.

This needs to be job relevant and should be accurately recorded and the records kept.

It’s also important that staff complete refresher training each year.

The standard also makes mention of outsourcing to other organisations.

Specifically, it is important that any outsourced process or part of a process is carried out by BS7858 compliant businesses.

Record keeping & retention under BS7858

There is a requirement under the standard to make sure that records are held securely and this should not be any problem for an organisation that is already compliant with GDPR.

The standard does require however that the process for collecting, handling and storage of information is reviewed regularly to ensure that it is still fit for purpose.

Records of those not successful should be held for 12 months and then securely destroyed or deleted.

Screening records should be held whilst the person is in employment.

Following the cessation of employment, the company should retain the following records for seven years.

The business will need to keep;

A signed statement acknowledging the right to collect data

Proof of identity

Confirmation of career record and history

Verification progress sheet

Employment verification

Statutory declaration from the candidate

Manager’s Acceptance of risk form

 Top management commitment

One of the biggest changes in the standard is the requirement for Top Management to fully commit to the standard.

By ‘Top Management’ the standard means the people controlling the organisation at the highest level and it can be argued that this is a response to the ever-increasing requirement for businesses to fully engage with compliance requirements such as GDPR.

The standard gives a list of commitments that managers should sign up to including;

·         Ensuring that the resources and infrastructure that make screening possible are available.

·         Directing their subordinates to contribute fully to the screening process

·         Making sure that the responsibilities required by the screening process are assigned and that the organisation understands who is carrying these out.

·         Giving people the correct authority to carry out the process.

·         Being fully committed to the screening process and to satisfying the requirements of the standard.

Let us take the strain

As you can see there is a large amount of data that needs to be collected, processed and stored correctly and for the busy HR manager, this can prove a very time-consuming task.

What’s more with ever-changing standards and data protection requirement you could unwittingly be falling foul of some unknown regulation.

Why not outsource your screening to a BS7858:2019 compliant company?

We guarantee that our service will always be 100% compliant with the very best in international standards.

Our service takes away all of the hassles of collecting information and authorisations from the candidates and leaves you free to get on with your day.

Drop us a line and let us show you how easy it can be.

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BPSS Check

BPSS Check-- What is checked?

There are 4 elements to a BPSS check and candidates must pass all to get their BPSS clearance certificate. The 4 elements are often referred to as RICE.

BPSS clearance is a legal requirement. It is important you are compliant. Vetting Solutions Centre has the experience and staff to provide BPSS security clearance for your staff that fast and accurate.

To work-- We check if candidates are entitled to take up the position as well as check their Nationality and Immigration status.

Identity-- Full id check.

Criminal records-- We perform a Basic Disclosure

Employment history check-- Confirmation of past three years of employment (minimum) history/activity , if candidates have spent 6 months or more overseas in the last 3 years they must declare that as well.. We have offices in multiple European countries and can easily perform the required International Criminal Record checks.

BPSS Clearance-- Who needs it? A BPSS clearance check is a legal requirement for UK civil servants, members of UK armed forces and any government contractors. It is also a requirement for anybody applying for NSV security clearance.

BPSS Certificate On completion of the required checks, a candidate will be deemed to have BPS Security Clearance. At this point, a BPSS Certificate is issued.

To get BPSS Clearance you will need to undergo a BPSS Check. A BPSS check is a uk background check that was created to help reduce the risk of illegal workers. Only an employer can apply to have a BPSS check performed.

What does BPSS stand for? It stands for Baseline Personnel Security Standard.

Call 0144 281 6333 to talk to one of our experts

BPSS clearance is a legal requirement. Vetting Solutions Centre has the experience and staff to provide BPSS security clearance for your staff that fast and accurate.

To get BPSS Clearance you will need to undergo a BPSS Check. A BPSS check is a uk background check that was created to help reduce the risk of illegal workers. Only an employer can apply to have a BPSS check performed.

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How to Get the Most Out of Your Employment Checks

Work individual verifications have developed in notoriety among managers in the course of the last multi-decade or something like that, to a degree that a larger part of associations these days are those that lead probably a type of business checks before taking in any new representatives.

It is in the wide acknowledgment of work checks where the most serious hazard to them lies: to be specific that, it is exceptionally simple to come to see them similarly as a piece of the pre-business drill - to be gotten over with quick - and in this manner overlook what their genuine target is.

Presently the genuine goal of work checks is intended to be to check against the section of negative characters into the association. This should be practiced through measures like checking imminent workers' criminal records, checking forthcoming representatives' business records, confirming planned workers' instructive and expert accreditations and maybe notwithstanding checking imminent workers' record as a consumer now and again, particularly where the forthcoming representative is to occupy with a position that includes money related basic leadership.

A measure like checking an imminent workers' criminal record can uncover an entire host of past criminal occurrences that are significant to the situation being referred to. Such disclosures may be a genuinely decent indicator to the imminent worker's future conduct; given that an individual's past conduct will, in general, be a moderately decent marker of their conceivable future conduct, except if they have experienced broad recovery.

Presently the best approach to make work checks increasingly successful is by keeping the end in light of which one is leading them all through, and taking the different data that the business checks uncover with the earnestness it merits.

Except if you attempt to approach your work checks with the end towards which you are leading them as a primary concern, at that point chances are that you may finish up being occupied, which may maybe make you disregard certain parts of the business check, or to overlook the data that those parts of the work check uncover.

Obviously, on the off chance that you are to benefit from the business check, it is significant that you go about it completely. Keep the end with which you approach the work check, to be specific to check against the passage of negative characters into the association, as a primary concern as you complete the activity. Presently the direction of painstaking quality this originates from the way that in the event that you are attempting to check against the passage of negative characters into your association utilizing their previous history, at that point chances are that such negative characters themselves are probably going to have likewise secured their tracks as they approached their negative past (keep in mind the criminal's mind, for example), with the goal that except if you have extremely intensive in the manner you approach the business check, you could finish up in a circumstance you end up being hoodwinked into giving an exceptionally negative character access to your association & more details to click here official site.

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Know Who You Arе Hiring With аn Employee Background Check

What іѕ аn Employee Background Check?

Employee Background Checks аrе focused mainly on оn returning results that аrе designed help a business owner avoid hiring high-risk employees. Bу using different restricted databases, оur licensed private investigators аrе able tо pinpoint valuable information related tо thе subject. An Employee Background Check will return detailed information related tо thе individuals criminal аnd financial record, specifically identifying factors that would generally classify thе person аѕ a "high-risk" employee.

This background investigation tool utilizes different sources tо locate information related tо thе subject such аѕ thе criminal background, national criminal records, bankruptcy filings, identification verification, address history, аnd SSN validation. These results аrе guaranteed tо bе accurate bесаuѕе they аrе obtained through thе uѕе оf a licensed private investigator, dedicated tо finding information that proves tо bе critical tо business owners. Bу identifying аnу оf your employee's criminal history, hidden оr оthеrwіѕе, you саn better protect yourself аgаіnѕt future loss.

What Information іѕ Required?

In order tо perform a background search, you muѕt hаvе thе subject's full nаmе, street address, social security number аnd date оf birth. A private investigator parses through thе information fоund іn various databases related tо thе target, аnd delivers thе results іn a straightforward format. In the оnе business day, you will receive your Employee Background Check, which іѕ guaranteed tо bе accurate. 

Avoid аnу оthеr imposter services that claim tо offer "instant" results fоr background investigation, bесаuѕе ultimately іf thе service іѕ legitimate іt ѕhоuld take аbоut оnе business day fоr a licensed private investigator tо return thе information. Fеw оthеr background investigation companies offer a phone number fоr you tо directly speak tо a private investigator, this іѕ bесаuѕе they аrе nоt real businesses.

This Employee Background Investigation helps responsible employers еvеrуwhеrе gеt a bigger аnd muсh mоrе detailed picture оf their potential employees. This bigger picture includes аn idea оf hоw responsible your potential applicant іѕ, аѕ their financial records will reflect. Their criminal records саn help you identify аnу past behaviors that соuld bе detrimental tо your business іn аnу manner. Unfortunately, іt іѕ аll too easy fоr fraud tо bе committed іn today's society, turning thе majority оf scam artists іntо serial offenders. It іѕ too easy tо neglect tо include past criminal information оn аn application, аnd іf you dо fіnd that thе potential applicant hid a criminal record, that fact аlоnе speaks volumes аbоut thе person's character. To explore more, click here. 

Contact Us: 

Checkback International

Address: Suite E14, IMEX Building, 575-599 Maxted Road, Hemel Hempstead United Kingdom (HP2 7ED)

Phone: 01728 888 157

Email: solutions@checkback.co.uk

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