The DBS has recently launched a high-profile “Making Recruitment Safer” campaign to inform both jobseekers and employers about the service, and to showcase the support which the DBS can offer.
Although the level of awareness of the need to apply for a DBS check for specific positions is high, this campaign aims to raise awareness of the other services which the DBS can offer to employers, such as training for those responsible for organising the checks for new workers. Training sessions are run by the DBS both online and in person on a regional basis, usually free of charge for people who need to fully understand the workings of the DBS system.
What Does the Training Cover?
Training sessions vary, but most are aimed at explaining the basics of the checking system, such as how to help applicants complete the form, and deal with people who may not have a standard address history, or who have lived overseas. Some other training sessions look at specific aspects of the DBS system, such as when employers should make a barring referral, or how to handle recruiting someone who has lived overseas and therefore has no record of any sorts in the UK. The DBS is also highlighting support for charities who are often depending on volunteers themselves to manage the DBS checking process for recruitment.
Single Point of Contact
The other changes which the DBS are advertising through their new campaign is providing a single point of contact for all queries which an organisation might have about their DBS checks. The helpline is still available for applicants to get responses to basic queries, but the DBS also has a network of regional managers who are there as a point of contact for employers to ask more specific questions or organise training. Large employers, such as NHS trusts, can also ask their DBS contact to work with them to deliver bespoke training for their individual organisation, where appropriate.
The aim of all of these measures is to improve efficiency in the DBS system, which should be good news for both applicants and employers. Proper training should ensure that organisations are very clear about which workers require checks and give them the skills needed to make sure that the forms are completed properly. Training also involves information about how to verify a candidate’s identity, either through seeing key identity documents, or by directing the applicant to the online portal.
Delays in the DBS system have been a common complaint in the decade of the organisation’s operation, and it is hoped that if the DBS can improve the quality of the forms being submitted and eliminate errors, then this will mean checks can be completed more quickly as DBS staff do not have to reject incomplete forms or contact employers or applicants for clarification. Processing times for DBS checks had been reducing during the pandemic, but can still be an issue for applicants having to wait several weeks for a certificate before starting a new job.
