Why Do You Need Automated BS7858 Vetting Solutions?

The workforce is the backbone of any organization. The growth and development of a business depend mainly on the skills and expertise of the staff. So, to maintain the standard, employers must follow robust recruitment practices to hire the most talented personnel for a specific role.

For this, staff vetting is considered an important part of the recruitment process irrespective of the company’s scope or sector. Besides, the screening holds a special place to perform background checks and scrutinize staff according to the BS7858 standard.

This way, employers get to hire the best possible candidates suitable for the job. Also, the screening process helps protect organizations from potential security risks, as well as decrease the risk of theft and fraud.

This article covers the fundamentals of vetting and why you need automated BS7858 vetting solutions.

So, let’s begin!

What is the UK standard BS7858?

“The BS7858 Standard is the code of practice released by BSI (British Standards Institution) which details best practices and guidelines for the security screening of individuals employed within a security environment. It is also used where security screening is in the best interests of the public.” Matrix Security Watchdog

Hence, it is the best approach for those working within secure environments. It is charted and recommended by the British Standards Institution (BSI). BS7858 conducts rules and regulations to screen applicants as and where necessary.

Mostly, the screening is executed in organizations where there is a risk to the integrity of data, information, or other physical or intellectual assets; or a threat to people's safety.

So basically:

· Employers who run security businesses or want to hire secure staff use this British Standard while recruiting.

· The guidelines for the best practices are established as the benchmark for personnel security screening in settings where the protection of people, things, or property is crucial.

· It includes data safety, delicate service contracts, and confidential records.

· It also covers additional staff, acquisitions and transfers, and the security conditions of contractors and subcontractors.

The Standard Check

Management must make sure to implement the checks effectively. The more sensitive the role applied for, the more rigorous must be the screening. It is the top responsibility of HR to appropriately implement resources and allocate proper time to the whole procedure.

Once the screening is done, you can reassure your customers, staff, board, regulators, and auditors that the process was completed with great care. This develops trust and reliability among the stakeholders that a reliable person has been hired for the job.

Who is BS7858 Security Screening For?

1.    For the Security Sector

The security industry personnel are supervised by the Security Industry Authority. The SIA stems its authority from the Private Security Industry Act 2001. It is mandatory for organizations who want to be a part of the SIA Approved Contractor Scheme to show adherence to the British Standards. One of these standards is BS7858.

2.    For Non-Security Organizations

Organizations operating outside the security sector like those handling sensitive data, materials, or technology must also vet their personnel under this standard. These include industries like retail, facilities management, sports or entertainment, HR departments, and local establishments.

3.    Major Benefits of BS7858 Security Standard

      i.   When sensitive information or critical infrastructure is at stake, the BS7858 Security Standard offers an exclusive and rigorous procedure. It offers companies and the general public a higher level of trust that the security personnel are capable and reliable.

    ii.     The screening offers greater risk reduction. It is very helpful for employers in the recruitment. The procedure helps managers to identify true competence and disqualify those who are not capable of the role or show any red flags during vetting.

   iii.     The standard includes various checks like financial background, criminal history, employment history, etc. This helps employers to counter-check the credibility of the applicant.

BS7858 Screening Process

Several key steps are involved in ensuring a detailed valuation of an individual’s background and appropriateness for a job. With more or less the same processes, the BS7858 screening consists of the following steps:

1.    Application Submission

2.    Document Verification

3.    Employment References

4.    Criminal Record Check

5.    Financial Check

6.    Address Verification

7.    Character References

8.    Gap Analysis

9.    Interview

10. Decision and Reporting

Is BS7858 A Legal Requirement?

BS7858 is not required by law. It is up to businesses in the UK, especially in sectors requiring severe employee vetting for various security reasons.

How Long Does the Procedure Take?

The duration of the vetting process depends on a variety of factors like the intricacy of the background check, the complexity of an individual’s history, and the extent to which the vetting process is carried out efficiently. Usually, a few weeks to a couple of months are required to complete the detailed and systematic checks according to the BS7858 standards.

Final Thoughts

BS7858 is one of the most important precautionary measures for organizations dealing with sensitive data, government institutes, and the security industry.

There are a lot of incidents where companies fall victim to the insiders despite rigorous checking and verification. No matter if most of the employees and personnel are truthful and ethically honest, there is always room for fraudulence.

It is well-known that BS7858 was originally established for the security sector. But now the standard can be used by any industry that hires candidates who are likely to work in secure environments and even outside of those - as a best practice approach.

Ultimately, the objective of screening is to collect enough data to let businesses decide comprehensively whether to hire a specific person or not. Hence, creating environments built on conviction and security.