Companies go through the process of obtaining a DBS check for potential employees to make informed hiring decisions and find out a bit more about the people they are thinking of working with. The information shown on a DBS check or whatever level can influence recruitment choices, and once the certificate has arrived in the post the employer must decide how to proceed based on what it says. This is the part of the process which often confuses job seekers, so here is our ultimate guide to what your employer will do with your DBS certificate, and what decisions they make based on the results.
How to Access Applicants’ DBS Results
After the DBS check is completed, the certificate is sent to the applicant's address. It is your decision to share your certificate with your employer or not. The obvious implication of choosing not to share your DBS information is that the employer withdraws any job offer.
The content of a DBS certificate depends on the type of check:
- Basic DBS Check: Only shows unspent convictions or cautions.
- Standard DBS Check: Includes both spent and unspent convictions, cautions, and reprimands if Police feel that they are relevant to the position under consideration.
- Enhanced DBS Check: Contains the same information as a Standard certificate plus any relevant police information and, if applicable, a search of the DBS’s Children and/or Adult Barred List.
Differences Between Spent and Unspent Convictions
A spent conviction will not be disclosed on a basic DBS certificate, but will on a standard or enhanced check. Spent just means that a set period of time has passed since the matter, and courts have decided it should be disregarded to help ex-offenders and rehabilitation. More recent or serious convictions will not be spent and will appear on basic DBS certificates. Some convictions never become spent, depending on the severity and the offender's age at the time.
Applicants with Criminal Records
If an applicant’s DBS certificate shows an unspent criminal record this might not mean a straight rejection by an employer. Many will consider the nature of the crime, or whether it was an isolated incident or part of a pattern. Employers will also probably want to talk to applicants about their history, and this should be done in confidence. Employers are allowed to reject people based on their criminal record and this is not classed as discrimination in most cases.
Storing Copies of DBS Results Certificates
Usually, employers do not store a copy of your DBS certificate, especially when it contains sensitive information about criminal offences you may have committed in the past. Most will just note down the date on which your DBS check was done, and the code number printed on the certificate. When your certificate is returned to you, it is up to you what you wish to do with it. Keep it in a safe place at home for few weeks at least in case your employer asks you to produce it again.
