Office Administration Overview
Find out below how VettingGateway can reduce the time it takes to conduct a background check on your new hire so they can start their new role sooner.
How can we help in Office Administration
In most office environments your employees will have access to sensitive customer data, so it’s critical for your peace of mind and for compliance that you know those people are trustworthy. From call centres to administrative departments, all will require some level of employment referencing to understand what risk an individual might pose to the business. Employee background checks are becoming increasingly common as the impact of hiring a dishonest employee can have detrimental effects on your reputation and the business. Every client that interacts with you will also want reassurance that the staff who have access to their data have been security checked and cleared to manage their account.
VettingGateway gives you the tools you need to manage these background check and make a quick hiring decision. The platform is simple and easy to navigate, and uses clever automation to both chase your references back in and to request checks such as a Criminal Record or Identity Check.
Checks for Office Administration
The type of checks you will need to complete will depend on the new employee’s role and the level of access they have to certain data or products.
Below are some examples of the types of checks you can complete using VettingGateway; DBS, Identity, Right to Work, Directorship and credit check results come directly back into the platform, often within minutes:
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1 or 3 year employment history
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Digital Right to Work Check
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UK DBS Check
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An identity check
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A directorship check
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A credit check
If you haven’t implemented a background checking standard within your business then we recommend you review the roles and responsibilities of your employees and then contact us to help you decide what are the best requirements to suit your business.
FAQs for Office Administration
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Why can’t I just conduct social media checks manually?As Social Media Checks rise in popularity, employers are advised to avoid the temptation to manually check the social media accounts of their candidates. The risks of compliance breaches and human bias are, quite simply, too great. Here are just some of the problems associated with manual Social Media Checks: Breaches in data and privacy laws Inaccurate information – it’s easier than you might think to check the wrong person Human bias and error Cumbersome and time-consuming – it is virtually impossible to scan and collect social media data as comprehensively as a purpose-built algorithm Candidate Experience – a candidate is likely to have a much more favourable view of an employer if they trust that their social media will not be accessed by a human. The impartial nature of using software to conduct a Social Media Check means that employers won’t lose the trust of their new hires during the background checking process.
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What platforms are checked?The individual(s) you invite for Social Media Checks will be given the option to select from a range of commonly used platforms like Facebook, Instagram, Twitter, Flickr, Medium, Tumblr
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What is included in the Social Media Check Report?At the end of each Social Media Check, you will be provided with a comprehensive but easy-to-read report highlighting any issues uncovered within the 7 key index measures. These include: Extremist groups Swearing & profanity Negative sentiment Hate speech Violent images Potential nudity Toxic language
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How long does a Social Media Check take?The time to conduct a social media check depends on the number of accounts being scanned. A typical Social Media Check takes around 15 – 20 minutes from the point of consent being given to a report being generated.
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Are Social Media Checks legal?With VettingGateway, you can be sure that your checks are compliant and legal. The platform ensures consent is obtained and that all scans are conducted consistently, eliminating any chance of human bias or error, that come from manual checks, which could later lead to disputes.