FAQ

What else can we tell you about checks?

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Absolutely not. There isn’t any part of our search that involves snooping on someone’s emails, messages, or IP addresses. Everything we find is information already in the public domain and would be available to anyone with the requisite knowledge and time to spend looking for it.

Yes. We require any prospective employee/recruit to sign a consent form authorising the search and consenting to the employer/recruitment firm passing on their contact details to us. The consent only relates to the specific position(s) for which the individual has applied. We comply fully with all GDPR legislation. Full details of our data protection policies are available under the Data Protection section of this site.

Yes. The individual concerned will be required to sign a specific consent form. They will receive an email from us sent to the email address on the consent form. The email will confirm a search will be commenced if they do not opt-out within 24 hours confirming they do not wish the search to go ahead. This prevents a search being carried out on any individual who is not aware and has not provided consent.

No. We only give details that are relevant to the position(s) for which the individual has applied and that an employer/potential employer has a legitimate right to know. For example, accessing adult content online is unlikely to be regarded as relevant, unless the nature of it was relevant to the job or role applied for. However, accessing or distributing illegal material such as child pornography will always be reported to the authorities. We will not report in protected employment characteristics.

The report only highlights pictures/images or posts on social media if they give rise to legitimate concern for an employer/potential employer in respect to the job or role applied for. Everyone has the right to share their social life if they wish and post views, pictures/images, or their activities. Unless the posts demonstrate serious inappropriate behaviour or are overly aggressive or discriminatory, they are unlikely to be included in a report.

Our aim is to reduce your recruitment risk by highlighting publicly accessible information that you have a legitimate right to know. The action of your employees could significantly damage your business’ reputation or result in sizeable costs associated with recruiting the wrong person. Most searches do not reveal anything that would cause an employer to decline employment, but if there is something to know, it’s better to know sooner than later.

The different levels of DBS checks available search for criminal records, additional reprimands or warnings, and suitability for working with vulnerable groups. They only identify an individual if that person has already been discovered to have done something in the past that caused them to be highlighted on a DBS search.

Our reference checks are designed to focus on:

  1. a) people whose online activity may not be illegal but are extremely inappropriate for the employer and the job or role applied for, and
  2. b) the disturbingly large group of people who are conducting illegal activities online

We would not suggest you conduct our checks instead of a DBS check, our recommendation would always be to do both.

Know your staff. Reduce your risk. Protect your business