Why Background Checking makes good business sense
Over the years, I have seen employers experience unexpected problems with employees. I’d say at least half were avoidable as proper checks had not been made when individuals were originally hired that were relevant to the role they were hired for.
- A finance professional with a string of CCJ’s
- A remote employee that had the same full-time job for two different companies
- A cyber criminal that joined to conduct criminal activity
Traditionally, employers have relied on references to provide this reassurance. Yet, in today’s working world, references are no longer enough. Increasingly, employers are increasingly reducing risks by using professional background checks to ensure safe, fair, and reliable recruitment.
This is what Amelore recommend to all our clients and this is why.
References are Limited and Unreliable
Most references today confirm little more than employment dates and job title. Fear of legal repercussions means many former employers won’t comment on performance, conduct, or character. Even when they do, references are subjective and can be influenced by bias or personal relationships. Or faked.
Background checks, by contrast, provide objective, verifiable facts — from qualification certificates and right-to-work documentation to financial, regulatory, or criminal record checks (where appropriate). And above all else, they can check someone’s identity to ensure that you are employing who you think you are employing!
Protecting Against CV Fraud
Recent surveys suggest that as many as 1 in 3 UK candidates admit to exaggerating or falsifying information on their CV. Inflated job titles, extended employment dates, or even made-up qualifications are not uncommon.
Background checks expose this early, preventing costly hiring mistakes that could damage your organisation’s reputation, finances, or compliance standing.
Meeting Compliance and Regulatory Standards
For many industries, background checking isn’t just best practice — it’s essential. Sectors like financial services, education, healthcare, and security are legally required to conduct checks, whether via the FCA, CQC, or DBS.
Even outside regulated industries, robust background checks demonstrate due diligence and protect businesses against potential claims of negligent hiring.
Consistency and Fairness
References are inconsistent: some are detailed, some are vague, and some never arrive at all after lots of chasing. This creates a hiring process that is patchy and potentially unfair.
Background checking applies the same standards to every candidate. That consistency ensures fairness, reduces the risk of bias, and gives both candidates and employers confidence in the process.
Faster, More Efficient Hiring
Waiting for references can delay an offer by weeks, especially if referees are slow to respond. By contrast, digital background checking services streamline verification, often delivering results within days. Faster, fact-based decisions mean quicker hires and a better candidate experience.
Next steps
References still have a place, particularly for understanding how a candidate worked with colleagues and managers. But they should not be the sole source of reassurance in a hiring process.
By incorporating professional background checking, employers can reduce risks by making hiring decisions that are:
- Reliable – based on verified facts, not opinion
- Compliant – aligned with legal and industry standards
- Efficient – speeding up recruitment
- Fair – ensuring a consistent process for all candidates
In short, background checking helps employers build a workforce they can trust, while protecting both business and brand.
How Amelore can help
Amelore work with a background checking partner and regularly arrange background checks for our retained and regular clients as part of our HR administration support service. Our clients pay for the checks and we do all the administration. Suggested package include:
Low risk – Level 1 – Entry level, interns, admin staff etc
- Right to work check
- Highest academic qualification
- 3 years employment referencing (if applicable)
- Criminal record check (Basic disclosure) with digital ID
Medium risk – Level 2 – Positions of trust in a professional environment. EG mid management, talent acquisition, legal, accountancy, security etc
- Right to work check
- Address verification
- Credit check (CCJ)
- Highest academic qualification
- Professional qualification verification
- 5 years employment referencing
- Criminal record check (basic disclosure) with digital ID
High risk – higher risk roles such as senior manager or director level positions
o Rish to work checks
o Address verification
o Credit check (CCJ)
o Highest academic qualification
o Criminal record check (basic disclosure) with digital ID
o Directorship search
o Negative media search
o Sanctions, Watch list and PEP (politically exposed person) check
If you want to find out more about this service, get in touch.