Diligentchex is a Consultancy Firm helping Companies navigate the world of Background Screening and Due Diligence
Diligentchex is a Consultancy Firm helping Companies navigate the world of Background Screening and Due Diligence
At Diligentchex, we are committed to helping our clients gain a comprehensive understanding of the global background screening sector. Our mission is to empower individuals and businesses with the information they need to make informed decisions.
With over 35 years of industry experience, Diligentchex is well placed to help clients make informed decisions when assessing their background screening needs and requirements.
We have extensive sector experience and are constantly reviewing the market to keep us up to date on the latest industry innovations, technologies and best practices.
At Diligentchex, we believe in honesty, integrity and transparency. We are committed to providing our clients with accurate and reliable information, and we always strive to exceed their expectations. We are dedicated to maintaining the highest standards of professionalism and ethics.
The background screening and employment vetting sector is undergoing a profound transformation in 2025, driven by technological innovation, regulatory shifts, and evolving workforce dynamics. Employers and screening providers are adapting to new tools and expectations to ensure faster, more secure, and more inclusive hiring processes.
Artificial Intelligence (AI) continues to reshape background screening. In 2025, AI-powered platforms are not only automating routine checks—such as identity verification and employment history—but also applying predictive analytics to assess future risk based on behavioural patterns and historical data. Natural Language Processing (NLP) and sentiment analysis are being used to scan unstructured data, including social media and news sources, to flag potential concerns.However, concerns around algorithmic bias and transparency remain. Leading providers are adopting hybrid models that combine machine efficiency with human oversight to ensure fairness and compliance.
Digital identity verification has become a cornerstone of modern vetting. The UK government’s continued support for Digital Verification Services (DVS) has enabled millions of Right to Work and DBS checks to be completed securely and remotely, reducing onboarding time from days to minutes.Verifiable credentials—digital certificates issued by trusted institutions and owned by the candidate—are gaining traction. These credentials confirm qualifications, employment history, and certifications, offering tamper-proof validation. Employers benefit from reduced administrative burden and faster onboarding, while candidates gain control over their data.
Traditional one-time background checks are being replaced by continuous screening models. Employers in regulated sectors are increasingly monitoring employee credentials and online behaviour throughout the employment lifecycle. Real-time social media screening tools now track public posts for behavioural risks, helping organisations proactively manage reputational and safety concerns.Outsourcing social media checks to third-party providers is also on the rise, ensuring compliance with privacy laws and reducing bias in hiring decisions.
With GDPR and other data protection laws tightening, background screening providers must invest in secure technologies and transparent data handling practices. In the UK, the introduction of digital ID systems aim to streamline right-to-work checks while enhancing fraud prevention.Globally, governments are increasing scrutiny of employment authorisation and vetting procedures. In the US, for example, automatic extensions of work permits have been removed to prioritise more frequent and robust vetting.
Background screening is no longer limited to HR departments. Risk management, compliance, and legal teams are increasingly involved in vetting processes. As hiring slows in some sectors, vendors are diversifying their offerings and client base.Meanwhile, market consolidation is accelerating. Larger providers are acquiring smaller firms, leading to a more centralised industry landscape. This shift presents opportunities for innovation but also challenges for smaller operators to differentiate and scale.
In 2025, the background screening and vetting industry is defined by digital transformation, data integrity, and proactive risk management. Employers must embrace AI, verifiable credentials, and continuous screening to stay competitive, compliant, and responsive to the evolving needs of the workforce. The future of vetting is not just about checking the past—it’s about building trust in real time.
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If you are carrying out any background screening activity, the first step should be to verify the persons identity.
The introduction of the UK Digital Identity Trust Framework has meant that verifying someone's identity has become much simpler.
When selecting a digital identity provider, employers must thoroughly test the user experience and service quality.
UK Criminal Record checks offer employers the opportunity to identify any undisclosed convictions.
The Disclosure and Barring Service (DBS), Disclosure Scotland (DS) and AccessNI (or authorised umbrella bodies), can help employers make informed and safe hiring decisions.
There are three levels of criminal checks available in the UK; Basic, Standard and Enhanced.
Employers must make sure that they use the correct disclosure level when requesting this check.
All UK employers must check if a new hire is permitted to work for you in the UK, before they commence their employment.
The penalty for employing illegal workers is now £60,000 for each illegal worker. Serious cases of employing illegal workers can lead to a criminal conviction of up to five years.
Right to Work checks may still be carried out in person, with the new hire presenting their original identity document to the employer. However, more and more firms are now using Digital Identity solutions to carry out this check.
Checks of a candidate's stated academic qualifications are crucial to ensuring achieved awards authenticity, and helps identify any false representations.
Employers need to be careful not to become a victim of Degree Fraud. Degree Fraud has been around for many years, yet still many employers are fooled by bogus certificates provided by unscrupulous candidates who source documents from fake certificate websites, or bogus universities and degree mills.
Standard employment references will provide an employer with the most basic of information such as, employee name, job title, dates of employment and reason for leaving. This information remains important, as it validates the information provided by the candidate in their CV and helps identify false or inaccurate information.
A major area of concern for employers is the increased threat from Reference Houses. Reference Houses not only produce fake employment references but may create a false business website and even respond to phone calls to confirm a candidate's job history.
Social media checks are increasingly being introduced as part of an employer's background screening programme, as well as being used for ongoing monitoring for high risk roles.
A social media search provides an employer with some insight into a candidate's personal values. Finding 'Red Flags', which could include threats to life, highly offensive comments, or details of illegal activity, will help build a picture of a persons suitability for a role.
The scope of research can be extensive, though most organisations limit the research to the past five years and will only search information posted in the public domain.
