What is vetting and screening?
Vetting and screening are frequently used interchangeably, yet they encompass distinct procedures. Therefore, what exactly do vetting and screening entail?
Pre-employment assessments constitute a fundamental aspect of the hiring process for nearly all employers. By validating the background and qualifications of prospective employees, employers can ensure that candidates not only meet the legal requirements for a specific role but also align well with the position and the broader organization.
These assessments encompass a range of activities, including but not limited to criminal background checks, verification of educational qualifications, and confirmation of an applicant's eligibility to work in the country of employment.
In recent years, rapid technological advancements have substantially influenced the vetting and screening of candidates, simplifying the process of remotely verifying the identity and credentials of applicants. Nevertheless, effectively managing pre-employment assessments remains a challenge for many businesses.
Candidate screening involves the process of verifying the accuracy of information provided by candidates during the recruitment process through third-party validation. Legal mandates necessitate employers to thoroughly screen potential hires to confirm the accuracy of the information provided and to verify their eligibility for the role they've applied for.
Every organization holds a legal responsibility to prevent unlawful employment by conducting right-to-work checks, ensuring that prospective employees possess the legal authorization to work within the organization.
Pre-employment screening encompasses a comprehensive procedure aimed at confirming that applicants possess both the requisite hard and soft skills, relevant experience, and aligned values necessary to excel in their potential future positions.
From an employer's viewpoint, the vetting process should be a focal point from the very inception of the recruitment process. It's essential that the job description and person specification distinctly articulate the necessary requirements. Additionally, the job offer letter and the terms and conditions of employment should incorporate the details of the checks that will be carried out.
Subsequently, the vetting process typically comprises a 'right to work' check and, depending on the sector, organization, and role, a criminal record check may also be included.
Similar to vetting, screening should be an integral part of the recruitment process right from the outset of the candidate journey. The screening process can vary among different companies. For instance, some may request references at the shortlist stage, while others may postpone it until a job offer is extended.
The screening process typically encompasses:
1. CV sifting to filter out unsuitable applicants.
2. Telephone interviews.
3. Subsequent interviews, which can be conducted in person or online, either one-on-one or in a panel format.
4. Reference checks.Starting in April 2022, the right-to-work checks in the UK can now be conducted online on a permanent basis, a transition from the temporary procedural change in response to the pandemic. Holders of biometric residence permits can only demonstrate their right to work through the Home Office's online verification service. Those without biometric permits can still follow a manual process, which entails presenting physical documents that are then verified through copies with clear dates.
In the case of criminal record checks, employers can apply through agencies like the Disclosure and Barring Service (DBS) in England and Wales, Disclosure Scotland, or AccessNI in Northern Ireland. The application process can now be completed online and must have a countersignatory. In certain sectors and job roles, such as positions involving vulnerable adults in the care sector, organizations are obligated to conduct a criminal record check before commencing employment.
Some roles may require candidates to complete a medical questionnaire as part of the vetting process. Nevertheless, employers should be aware of the Equality Act 2010, which prohibits the asking of health and disability-related questions unless there is a valid reason, such as determining if the candidate can perform a crucial function of the role or if they need reasonable adjustments to fulfill their job duties.
The terms 'screening' and 'vetting' are frequently used interchangeably to describe the practice of pre-employment checks. However, the specific processes related to screening or vetting can exhibit significant variations based on the country, industry, and individual employers.
In broad terms, pre-employment vetting is primarily focused on ensuring that applicants meet the legal prerequisites for a given role. Candidate screening, on the other hand, involves conducting checks that go beyond the legal requirements to determine if a candidate is a well-suited match for the position.
Is screening the same as vetting?
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