Which checks apply depends on the role, sector and country. In the UK, employers are expected to carry out a right to work check before employment starts, while DBS checks apply only to certain roles, such as those working with children or vulnerable adults. Other common checks include references, verification of qualifications and employment history, credit checks for some finance roles and, in some sectors, health or drug and alcohol tests.
These checks confirm what a candidate has said and meet legal or regulatory duties, so they come after selection rather than replacing it. Good practice is to tell candidates early which checks will apply, run only checks that are relevant and proportionate to the role, and handle the data in line with data protection law. Delays here push start dates back, so tracking turnaround time is worthwhile.