Many job applicants are required to undergo a pre-screening when they apply for a position. But when you’re applying for a job in the security industry where your occupation entails defending and protecting the public as well as their property it is necessary to undergo vetting according to UK BS7858 standards.
Security companies must, therefore, ensure that they assign the responsibility to appropriate candidates who are not of dishonorable nature. This means that the organization should steer clear of hiring people whose history or career shows that they are likely to engage in undertakings that are aimed for illicit personal gain or are unable to resist temptations that may result in the company being in breach of security.
Who Must Be Screened?
All individuals (part-time or full-time) who has access to records and systems, including sub-contractors who perform work for the company and are not directly employed.
- Owners, partners, directors, sleeping partners as well as shareholders with more than ten percent share in the business.
- Managers, departmental managers, area managers, screening managers as well as staff members.
- Service crew and installers.
- Any office supervisors or staff who have access to system and customer records.
What Is Achieved By Doing The Screening?
Screening shows that a person is who they claim to be, they live where they said they live, have a solid reputation (references), are financially stable, have no criminal record and can account for their employment history for the past five years.
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Screening doesn’t guarantee the person’s suitability for security employment, but it does filter out many candidates who aren’t.
Persons who are exempt from BS7858 vetting are:
- Electricians which are hired to fit a fused spur
- Sub-contractors who are hired for laying first-fix cabling
- Joiners who are hired for fitting shunt locks
- Office workers who don’t have access to company records (i.e., staff working in wage departments, accounting, delivery drivers, staff working in other trades etc.).
- Candidates will be asked to provide the following:
- Employment history verification of five years
- Proof of Identification and UK right to work
- Six-year credit check
- Proof of residence
- A character reference
- Analysis of 31+ day gaps in employment
- A valid SIA license or carrying out of basic ACPO/disclosure
Employers must open a screening file for every individual and records must be kept for seven years after the person stopped working for the company.
The Screening Process
The screening must be done before employment commences; however, full screening may take significant time. A person can be offered a temporary position if a basic screening is done beforehand through telephone calls, subject to full screening being done. The temporary offer must be explained to the prospective candidate with the understanding that his employment may be terminated if the full screening reveals unsatisfactory information. The employee must be informed that the company may utilize ultra-violet lighting or other means to check for forgeries in visas, passports, etc.
All information which is gathered during the screening process must be kept in a safe environment away from other staff members, except approved screening staff members. Each employee’s screening information must be kept in a separate file.