Screening and verification

Screening and verification tools check that candidates are who they say they are, have the right to work, and have the track record they claim. With fake candidates and AI-written CVs becoming more common, checking early protects your clients and your reputation.

What to look for

• Identity and right-to-work checks. If you do right-to-work checks, ask whether the provider is a certified Identity Service Provider (IDSP) under the UK's digital identity framework.
• Checks on track record. References, qualifications, employment history and, where the role needs them, criminal record (DBS) and credit checks.
• Quick for candidates. Checks candidates can finish on their phone in minutes mean fewer drop-outs.
• A clear record. You should be able to show what was checked, when and by whom, if a client or regulator asks.
• It works with your ATS. Results should be kept against the candidate's record.

Questions to ask before you sign

• Which checks do you offer, and which are certified or accredited?
• How long do checks usually take?
• How do you spot fake documents and deepfakes?
• Where is candidates' data stored, and for how long?
• What does each check cost, and is there a monthly minimum?

Watch out for

• Checking too late. Verify before you send a CV to a client, not after an offer.
• Collecting more personal data than the role needs. Only run the checks that are relevant.