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Criminal record and background check – What’s the difference?

In this article, we look at the differences between criminal record checks and criminal background checks, and the benefits of doing more than just criminal record checks. For the best results when hiring, criminal record checks should be complemented by other types of checks, such as identity checks, credit checks and verification of education and diploma checks, to get a complete picture of the employee.

Read more about pre-employment screenings

Situations where the criminal record is not enough

Unfortunately, the criminal record do not always provide a complete picture of an individual’s entire background. The criminal record is limited to only those offences for which a person has been convicted. This means that suspicions of criminal offences, for example, will not appear. Background checks can provide a more comprehensive picture of a candidate’s history. For example, a background check through Validata includes information on previous employment, education and any financial problems that may be relevant to the employer’s decision.

The difference between a criminal record check and a background check

The police criminal record vs. background checks: What’s the difference?

The police criminal record:

  • The criminal record is limited to information on relevant offences that have resulted in convictions.
  • It does not include suspected offences, which means that only confirmed offences are shown.
  • Extracts from the criminal record can only be requested by the candidate. Only employers in certain sectors have the right to request access to a person’s criminal record.

Background check:

  • A background check provides an overall picture of the candidate, including various aspects of their background.
  • It includes information on previous employment and education, providing a broader insight into the candidate’s history.
  • Background checks can be carried out without the active involvement of the candidate, which can speed up the process.
  • All types of employers, regardless of industry, can use background checks to verify a candidate’s credentials.

By combining these methods, employers can ensure that they get a good picture of the potential employee.

Criminal gangs infiltrating Swedish companies – a growing challenge

A report from the Swedish Police Authority this spring states that gang crime is twice as high as previously thought. At the same time, the Swedish National Council for Crime Prevention (Brå) warns that criminal networks are trying to infiltrate Swedish companies and organisations in order to facilitate and streamline their criminal activities.

This growing challenge means that in the future, employers will need to be more careful in their hiring processes to avoid hiring people with criminal connections. By supplementing criminal record checks with more comprehensive background checks, companies can minimise the risk of hiring people with hidden agendas.

Identify warning signs: How to recognise risk candidates

There are several warning signs that employers can look out for when recruiting:

  • There are several warning signs that employers can look out for when recruiting:
  • Incomplete or contradictory information in CVs and application documents.
  • Lack of references or unwillingness to provide contact details of previous employers.
  • Negative reviews from former employers or colleagues.
  • Unclear or vague answers to questions about previous employment or education.

It is important to remember that these points do not necessarily mean that a candidate is unsuitable for the role. They just indicate that it might be worth investigating further. Being aware of these warning signs can help you as an employer to make more informed decisions and avoid potential risks.

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4 security measures for employers to prevent criminal infiltration

  1. Implement a strict recruitment policy: Make sure to have a clear and transparent policy where candidates undergo thorough background checks.
  2. Train your recruitment staff: Give your HR department the tools and knowledge they need to identify and manage risk candidates.
  3. Carry out background checks: In addition to criminal record checks, include different types of checks, such as identity checks, education checks and salary checks.
  4. Conduct regular assessments: Regularly review and update your recruitment processes and security measures.

By following these measures, employers can create a safer working environment and minimise the risk of criminal infiltration.

Practical advice for implementing effective employment screenings

By taking these steps and implementing a more comprehensive background check process, employers can reduce the risk of hiring people with criminal connections. This is not only important to protect company assets, but also to ensure a safe working environment for all employees.

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Update your hiring process:

Review your current processes and make the necessary adjustments to include more comprehensive background checks. Feel free to use our “6 V’s of background checks”, which will provide you with a methodical review of your operations.

Use trusted sources:

Partner with reliable background check providers who can give you accurate and up-to-date information. At Validata, we are proud of our membership with Background Check Companies (BKF) which is a trade association for professional background check companies in Sweden.

Inform candidates:

Be open about the fact that background checks are part of your recruitment process and explain why they are necessary.

Comply with GDPR:

Ensure that all background checks are carried out in accordance with the General Data Protection Regulation (GDPR) to protect the candidates’ privacy.

Let Validata help you create safer hiring with secure background checks

Validata offers a range of services to help employers conduct comprehensive and accurate background checks. Here are some of the unique selling points Validata offers:

Saving time and paperwork for HR
Validata provides digital solutions that automate many of the manual steps in background checks. This means HR staff can save time and focus on other important tasks.

GDPR-proof
Validata ensures that all background checks are conducted in accordance with the GDPR. This means that candidates’ personal data is protected and companies can rest assured that they are compliant.

A software that is easy to integrate with most HR/ATS systems
Validata’s software is designed to integrate easily with existing HR and recruitment systems. This makes it easy for companies to implement background checks without having to make major changes to their current processes.

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