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From risk to reputation: the recruiter’s guide to criminal record checks

Screening • Blog • Oct 20, 2025 11:51:51 AM • Written by: Mark Ramsey

Recruiters sit at the front line of trust. Every placement reflects the credibility of your agency and the standards behind it. In an era of growing compliance expectations and evolving risks, the way agencies manage criminal record checks has become a defining measure of reliability. Nearly one in four people in England and Wales has a criminal record, more than 12 million individuals, with around 200,000 new entries added to the Police National Computer each year. For recruitment businesses managing large-scale or regulated hiring, these figures underline why robust and consistent screening is not only a legal obligation but a reputational safeguard.  When something goes wrong, clients rarely ask who carried out the checks. They ask why it was not done properly. 
 

Why criminal record checks matter more than ever 

In 2024, 7.4 million DBS checks were processed across England and Wales, covering almost 11 percent of the working population. Criminal record checks are now fundamental to workforce trust and a clear marker of due diligence. Recruitment agencies are already responsible for ensuring that the candidates they supply are compliant and ready to work. Whether this means running Basic DBS checks for administrative staff or Enhanced DBS checks for regulated healthcare or education roles, agencies are expected to provide assurance from the start.  But expectations have shifted. The question is no longer whether agencies carry out these checks, it is how well they manage them. Clients now expect speed, accuracy, transparency, and a clear audit trail. In a competitive landscape, that combination is fast becoming a commercial advantage as well as a compliance requirement. 
 

Understanding the levels of criminal record checks 

Criminal record checks in England and Wales are issued by the Disclosure and Barring Service (DBS) and are available at three levels: 
  • Basic DBS check: Shows unspent convictions only. Used for roles where general suitability and honesty are assessed, such as administrative, retail, or logistics positions. 
  • Standard DBS check: Shows both spent and unspent convictions, cautions, and reprimands. Common for positions of trust, including finance, legal, and security roles. 
  • Enhanced DBS check: Includes all criminal history plus any relevant police-held information. For regulated activity, such as healthcare or education, this may include a Barred List check. 

Recruiters must ensure that: 

  • The correct level of check is applied to each role. 
  • Candidates are screened in line with client and legal requirements. 
  • Records are accurate, secure, and auditable. 

Navigating this complexity takes expertise. Partnering with a trusted screening provider allows agencies to lean on specialist knowledge and technology that ensure the right level of check is conducted every time. This not only supports compliance but helps recruiters demonstrate credibility and care in every placement. 

From obligation to opportunity 

Agencies that treat criminal record checks as more than a tick-box exercise are redefining what good looks like. Screening is no longer simply about meeting regulatory standards; it is about strengthening trust with both candidates and clients. Here is how leading recruiters are using screening to build a competitive edge.

Make screening part of your service promise

Criminal record checks reassure clients that every candidate you supply is suitable, reliable, and ready to start. Embedding screening into your service offering shows commitment to safety, compliance, and quality. 

By taking ownership of the process, recruiters can: 

  • Advise clients on the appropriate level of check for each role. 
  • Reduce post-placement issues linked to incomplete vetting. 
  • Build stronger relationships grounded in trust and accountability. 

Agencies that understand the requirements and can demonstrate that understanding stand out as true compliance partners, not just candidate suppliers. 

Combine speed with precision through digital tools 

The demand for faster results has transformed how criminal record checks are managed. With digital identity verification (IDVT), agencies can now complete Basic DBS checks in as little as 24 hours while maintaining full accuracy and compliance. Biometric facial matching, document scanning, and secure data exchange eliminate manual input and reduce the risk of errors or rejections. Real-time dashboards keep recruiters informed of progress, ensuring clients receive timely updates without constant follow up. The result is a process that is both faster and more reliable, maintaining the pace clients expect without compromising integrity. 

Support candidates through the process 

Screening can be daunting, particularly for candidates new to DBS checks or those with limited digital experience. Poor communication or unclear instructions can easily cause frustration or delays. Recruiters who make the process clear, inclusive, and well supported achieve higher completion rates and stronger relationships with candidates. Mobile-friendly forms, automated reminders, and accessibility features such as text-to-speech and multilingual guidance can all make a measurable difference. A positive screening experience reflects directly on the recruiter’s brand. It reinforces professionalism and positions your agency as a partner that values both compliance and care. 

Use the DBS Update Service to your advantage 

With candidate consent, the DBS Update Service allows recruiters to confirm the current status of an existing DBS certificate. This is particularly valuable for temporary, seasonal, or repeat placements, as it: 

  • Reduces the need for repeated checks. 
  • Cuts costs and administrative effort. 
  • Provides ongoing assurance between assignments. 

It is a simple but powerful tool that supports safeguarding and efficiency at the same time. 

Maintain global visibility 

Recruitment is increasingly international, and many candidates have lived, studied, or worked abroad. In these cases, overseas criminal record checks are essential for full confidence. Modern screening platforms now give recruiters the ability to manage global checks in more than 220 countries and territories. This ensures that compliance standards remain consistent, even when workforces span borders. Global visibility means fewer blind spots and one unified standard for safer hiring wherever your candidates come from. 

Turning compliance into confidence 

Criminal record checks are not only about preventing risk; they are about creating confidence for clients, candidates, and the agencies that bring them together.  By investing in digital tools, robust processes, and expert partnerships, recruiters can deliver: 

  • Faster turnaround times 
  • Greater transparency 
  • Higher candidate completion rates 
  • Stronger client trust 

Compliance handled well is no longer invisible. It is a visible sign of quality and a foundation for long-term client relationships. 

The bottom line 

Criminal record checks are a fundamental part of responsible recruitment. Handled poorly, they can delay placements or expose agencies to unnecessary risk. Handled well, they set the standard for safer, more trusted hiring. Leaning on the expertise of a specialist screening partner allows agencies to navigate complexity with confidence, scale their compliance processes, and deliver the assurance clients now expect as standard. That is the real competitive advantage: transforming risk management into reputation management. 

Get your checks right - every time.

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Mark Ramsey