Why are people failing the UK's security vetting?

For HR professionals and business leads, getting the right person in post means more than finding the best fit for a company culture or have the experience you need. If you’ve ever had a mis-hire, you’ll understand what we mean. For the candidates that look good on paper and deliver a great interview only to be found lacking when in role, it can often arise from a lack of due diligence with it comes to pre-employment vetting.??

Getting it right security-wise with every hire can be simple – as experts in executive vetting, we carry out the checks that will reveal candidates’ issues – but why might someone fail a security check? Does this mean that they’re unemployable??

As well as helping you to understand the viability of your next hire in security terms, security vetting also ensures that diversity and inclusivity aren't compromised during the recruitment process.

BS7858 – A Comprehensive Check??

The BS7858 – currently the BS7858:2019 - BS7858 clearance is a legal requirement for employees in the security sector and related roles. The BS7858 checks the right to work, candidate identity, criminal records, and employment history.?

BS7858 clearance is a legal requirement for employees in the security sector and related roles.

As well as employment, you can review gaps in employment. The BS7858 will bring together the information you need to make a recruitment decision – but, if a check throws up something of interest, is it game over for your candidate??

How and why do people fail BS7858 security vetting??

There are several reasons that may be disclosed during the vetting process that will enable you to make hiring decisions that work for you and your organisation.

Incomplete or Inaccurate Disclosure???

If your candidate submits incomplete or inaccurate information during the security vetting process, it can have severe consequences for their recruitment.??

Rather than hiding information that may come to light, it can hamper the authorities’ ability to provide accurate and comprehensive information. Incomplete disclosure will raise red flags and create suspicion, leading to further scrutiny and delays in the vetting process. Instead of staying under the radar, not disclosing full information will draw more attention and raise concerns about an individual’s trustworthiness and reliability.??

?Criminal Record or Suspicious Activities???

When it comes to full disclosure of brushes with the law, either historical or legal, there are some key candidate behaviours that could cause issues for recruitment. People can fail security vetting because they:?

• Fail to disclose a criminal record???

• Conceal their involvement in suspicious activities???

• Provide false information about past offenses???

• Withhold information about ongoing criminal investigations???

• Fail to report associations with known criminals???

Failure to disclose a criminal record or withholding information is a serious breach of trust that raises concerns about someone’s honesty, integrity and their ability to abide by the law. Concealing involvement in suspicious activities can include associating with extremist groups and this may have grave implications for organisational or even national security. Similarly, failing to report associations with known criminals could see a candidate with links to organised crime part of your recruitment process.???

Failure to disclose a criminal record or withholding information is a serious breach of trust that raises concerns about someone’s honesty, integrity and their ability to abide by the law.

Disclosing information honestly and with transparency may facilitate a decision-making process that sees the candidate employed because the links are historic, or they have demonstrated rehabilitation. However, it is essential that an HR professional or business lead has access to this information, through the BS7858 screening, so that they can make informed recruitment decisions.?

As well as being a filter for your recruitment processes, BS7858 also provides best practice to ensure that your staff are best placed to handle sensitive information accordingly.??

BS7858 also provides best practice to ensure that your staff are best placed to handle sensitive information accordingly.??

Financially Unstable or Financially Fraudulent????

Trust is one of the key attributes for any candidate across all sectors, which means that BS7858 financial checks on potential team members are essential. Working in an environment with sensitive content could put a candidate with a history of financial instability at risk of bribery, corruption or exploitation at the hands of third parties. Similarly, indications of financially fraudulent behaviour, like a history of financial scamming or embezzlement, demonstrates poor ethical standards and honesty.??

The BS7858 reviews a candidate’s financial stability over a 5-year period, with a credit and financial check that examines credit history, debts, bankruptcies, and any irregularities that may indicate financial instability or fraudulent activities.???

Inconsistent Employment History???

An inconsistent employment history raises concerns during security vetting as it can indicate issues with reliability and stability. The key elements that will be uncovered during a work history check are frequent job changes or short durations of employment, a pattern of moving from one job to another quickly and unexplained gaps in employment.??

Extended periods of unemployment without a reasonable explanation will be raised as a red flag during vetting process. As well as querying a candidate’s suitability for stable working practices, gaps can uncover hidden activities undertaken during those gaps.???

In addition to gaps, BS7858 vetting reviews the quality of the job titles provided and the responsibilities that were attached to the role. Discrepancies can indicate dishonesty or an attempt to inflate qualifications, which are better discussed before employment than discovered after onboarding.?

BS7858 vetting reviews the quality of the job titles provided and the responsibilities that were attached to the role.

Inadequate References or Recommendations???

References and recommendations are critical a candidate’s character, work ethic and trustworthiness. Inadequate or insufficient references leave gaps in the vetting process, making it difficult to fully assess a candidate’s background and qualifications.???

Inadequate references or recommendations can occur for several reasons, from a candidate’s previous employers being unwilling or unable to provide detailed references to a candidate’s limited professional network. Some candidates may even intentionally provide references that are not credible or reliable to deceive the vetting process.???

Failure to Meet Vetting Criteria???

When a candidate is progressing through the BS7858 process, they may fail to meet the criteria for clearance. This could be down to insufficient proof of identity, inadequate proof of address, or even a lack of the right to work.???

Insufficient proof of identity occurs when a candidate fails to produce a valid identification card or passport.??

Inadequate proof of address occurs when a candidate fails to provide sufficient documentation, such as utility bills or bank statements. This can hinder verification or raise doubts about their residency status.???

Lack of right to work may happen if the candidate fails to provide the required documentation, such as work permits or visas.??

What next??

If your candidate raises red flags during the process, you can talk to our screening experts on the next steps.??

Talk to us before your next hire.