Criminal Records Bureau (CRB)
The Criminal Records Bureau (CRB) was a UK government agency established in 2002 to assist organizations in performing background checks on individuals applying for jobs involving children, vulnerable adults, or positions of trust. In 2012, the CRB merged with the Independent Safeguarding Authority (ISA) to form the Disclosure and Barring Service (DBS). Despite this merger, many people still refer to these checks as "CRB checks."
Understanding the role and function of the former CRB, now encompassed within the DBS, is critical for HR professionals and recruiters to ensure safe and compliant hiring practices.
What Was the CRB?
The CRB provided employers with detailed information about an applicant’s criminal history, helping organizations make informed hiring decisions. This was especially relevant for roles requiring direct interaction with vulnerable groups, such as:
- Teachers and school staff
- Healthcare workers
- Social workers
- Charity volunteers
The bureau ensured that only individuals deemed suitable were allowed to work in sensitive environments, fostering trust and safety within workplaces.
The Transition to DBS
In December 2012, the CRB and ISA merged to create the Disclosure and Barring Service (DBS). This new entity streamlined the vetting process, combining the criminal record-checking function of the CRB with the barring responsibilities of the ISA. Today, employers request DBS checks rather than CRB checks, but the underlying purpose remains the same.
Types of DBS Checks
DBS checks fall into three categories:
- Basic Check:
- Provides details of unspent convictions and conditional cautions.
- Suitable for any role.
- Standard Check:
- Includes both spent and unspent convictions, reprimands, and warnings.
- Commonly used for roles in financial services or legal professions.
- Enhanced Check:
- Contains the same information as a standard check but may also include relevant information from local police records.
- Mandatory for roles involving children or vulnerable adults.
Statistics on Criminal Background Checks
- In 2022, the Disclosure and Barring Service (DBS) reported an 11% increase in applications for enhanced criminal record checks referred to the police, indicating a significant rise in background screening activities.
- REC’s research highlights that employers recognize the value of hiring individuals with criminal records, acknowledging their skills and potential contributions. Despite concerns about re-offending, it’s notable that approximately 12 million people in the UK have criminal records, many of whom did not serve prison sentences.
Why Criminal Record Checks Matter
For recruiters and HR professionals, conducting criminal background checks is not just about compliance; it’s about safeguarding the organization, employees, and customers. Neglecting these checks can lead to:
- Legal liabilities
- Reputational damage
- Increased risk of workplace incidents
Implementing a clear and consistent policy for DBS checks demonstrates a commitment to responsible hiring and fosters trust within the organization.
Challenges and Best Practices
Challenges:
- Delays in Processing: DBS checks can sometimes take longer than expected, causing delays in onboarding.
- Misunderstanding Check Levels: Employers may request a higher level of check than necessary, leading to compliance issues.
Best Practices:
- Understand Requirements: Match the level of DBS check to the role’s responsibilities.
- Use Technology: Online DBS check services can streamline the process and reduce delays.
- Educate Hiring Managers: Ensure all staff involved in recruitment understand the importance and limitations of criminal background checks.
Conclusion
While the Criminal Records Bureau no longer exists as a standalone entity, its legacy continues through the Disclosure and Barring Service. For HR professionals and recruiters, understanding the importance of these checks is vital for creating safe, compliant, and trustworthy workplaces. By integrating DBS checks into your recruitment strategy, you can mitigate risks, ensure regulatory compliance, and build a robust and reliable team.
