Why Are There Now DBS Checks Instead of CRB Checks?
The Criminal Records Bureau was created in 2002 by the Home Office. The Criminal Records Bureau (CRB) Check allowed employers to check the criminal background of people who applied to work for them, to ensure they were suitable for a job role. Over time the checks have changed, and this article will explain why the checks are now DBS Checks instead.
Having CRB Checks was a revolutionary suggestion at the time, being able to check the background of a prospective employee, meant that you could know that person was trustworthy, reliable, and would not put your staff, customers, or business at risk. It meant that groups of people, such as children or vulnerable adults, were safeguarded. Employers had more confidence that the person they hired for the job was suitable.
Over time there were technological improvements, and rather than just a paper CRB check, it became possible to complete the CRB application online. This meant that CRB Checks could be completed more efficiently in less time, speeding up recruitment processes for employers too.
Merging of the CRB and ISA into the DBS
The CRB worked with the Independent Safeguarding Authority (ISA). The ISA were the people responsible for dealing with the ‘barring’ part of checks. In 2009 there was going to be a Vetting and Barring Scheme, but then the 2010 General Election took place, and a review. In 2011 a report suggested that there would be benefits of merging these services. So, in 2012 the Home Office merged the CRB and the ISA into one complete service, known as the DBS (The Disclosure and Barring Service). By having these two organisations merged, it meant that one place was responsible for all criminal checks for job applicants.
Why Should Businesses Conduct DBS Checks as Part of Their Recruitment?
Businesses should request DBS Checks on prospective staff because it makes recruiting a person safer and less risky. For certain industries, it is essential that people are DBS Checked, such as in Education and Health and Social Care; so, if people are going to be working in regulated activity with children, or vulnerable adults (such as the elderly) it is a legal requirement for a DBS Check to be carried out prior to employment, to ensure they are not a safeguarding risk. It shows that they do not have a criminal background that is violent, abusive, or contains sexual offences and this helps to protect vulnerable individuals.
There are other careers, where it is sensible for applicants to complete an Enhanced DBS Check, such as people who are working with finances, who need to be trustworthy and reliable with other people’s money and investments.
Because the DBS checks have a streamlined efficient process nowadays, this is beneficial to both the employee who is keen to start a new job; and the employer who wants recruitment to run smoothly without delays. DBS Checks are completed within four weeks (a standard notice period for most jobs) and usually they arrive more quickly than that.
In summary the DBS Checks are very similar to the previous CBS Checks, they simply changed their names as CBS and ISA merged into one service, and this makes applying for a criminal background check for employees easier, smoother, and can give employers peace of mind about ensuring their prospective employees are safe and risk free to employ.
