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This is a collaborative post.
Before anyone starts in a new position at a new job, there are all sorts of checks that need to be carried out. These can include everything from health checks to calling up references, with the overarching goal of checking that you’re hiring the right person for the job.
One of the most basic things that needs to be checked is the identity of the applicant in question. Exactly how this kind of identity check is carried out has changed over the years, but nowadays, it is increasingly facilitated through digital identity checks.
What are digital identity checks?
Digital identity checks are relatively self-explanatory. Essentially, they are a digital means of confirming someone’s identity, using digital technologies to do so in a much more efficient and accurate manner than pre-existing methods.
In most cases, these tools will require a photo of a government-issued ID, and a photo or video of the person’s face. The tool will then check that the ID is valid and genuine, and use software to make sure that the ID matches the individual who is using it.
Who needs them?
There is a wide range of sectors where carrying out in-depth background checks prior to employment is a responsibility of the employer. While this is typically done through a DBS check, digital identity checks are another, equally important component of assessing who it is that you’re bringing into your organisation, that are now often integrated into DBS checks.
This becomes particularly important in roles that involve contact with either children or vulnerable adults, such as in healthcare or education. It can also be an important regulatory responsibility in niches that involve contact with sensitive information or clients’ assets, such as in legal sectors or in finance.
How are they carried out?
Recently, digital identity checks have been somewhat integrated into the remit of the Disclosure and Barring Service (the DBS). As a result, employers will often use the same registered bodies – such as Personnel Checks – that they use to process their DBS checks to process their digital identity checks.
All that’s needed is a picture of the ID, a picture of the applicant’s face, and their basic personal details. The end result will often then be put onto the DBS result sheet, making it easier to process the information while also facilitating easier data protection.
What to watch out for
As an employer, you have certain responsibilities when it comes to data processing and storage. It’s imperative that you look into how you’re supposed to be dealing with your applicants’ personal information, both for those you go on to hire and for candidates you ultimately choose to reject.
Digital identity checks have streamlined an important aspect of modern employment, and they really aren’t that difficult to carry out. It’s important that you determine which kind of background checks you should be using for any given role, and that you research proper data collection and storage practices before you conduct your checks. By working with experienced organisations, you should be able to navigate these fields relatively easily.