This document outlines our policy on the use of employee screening at the conclusion of the recruitment process and during your employment.
Why we carry out pre-employment checks and employee screening
As a responsible employer and as part of our compliance efforts we are in a unique position of trust in relation to the clients that we support and work alongside.
We therefore need to ensure that the people who work for us are suitable to carry out the roles that we employ them for.
Pre-employment checks and employee screening
The employee screening and pre-employment checks we carry out as part of the recruitment process are as outlined below:
- References check
- A basic criminal record check
- Global Sanctions
- A basic criminal record check
- Global sanctions
These checks are carried for all Human Made employees and candidates who have received an offer.
We currently use Sterling Background Checks to carry out these checks, but we may use other providers in the future.
Applicants will be asked to consent during the application process to these checks being carried out and to provide details of any unspent criminal convictions (for the purposes of the Rehabilitation of Offenders Act 1974). Failure to reveal information relating to unspent convictions and global sanctions is very likely to lead to withdrawal of an offer of employment.
Members of the transgender community or those who identify as non-binary may contact us for a sensitive check which does not reveal their gender identity history.
Any offer of employment made will be subject to satisfactory pre-employment checks.
What we do with the information we receive
We will not discriminate unfairly against employees and applicants with a criminal record. Having a criminal record will not necessarily bar an employee or an applicant from working for us; the nature of the conviction and its relevance to the post in question will be considered. This is with the exception of an employee or an applicant who has unspent convictions for violence, theft or fraud, which are likely to be incompatible with working for Human Made.
Equally, gaps in employment history will not necessarily bar an applicant from working with us and each case will be reviewed on its merits.
Where a decision is taken to withdraw an offer from an applicant as a result of negative pre-employment checks a summary of the reason(s) will be provided to the applicant to explain the decision.
During your employment you’ll need to allow us to carry out a basic criminal record and global sanctions check at the request of our clients.
We process all employee and applicant data in accordance with the Data Protection Act 2018 and the GDPR and all data will be stored securely on the Sterling platform and will only be accessed by authorised individuals who need to view it as part of the employment and recruitment process. Applicant information will only be used for the specific purpose for which it was requested and for which the applicant’s consent has been obtained.
We have also taken all reasonable steps to satisfy ourselves that Sterling will handle, use, store, retain and dispose of applicant information in full compliance with the Data Protection Act 2018, the GDPR and this policy.
Deletion of Data
Data obtained as a result of carrying out employment checks will not be kept longer than necessary and will be destroyed securely in accordance with Data Protection Act 2018 and the GDPR.