The differences between BS7858:2012 and BS7858:2019 are not minor.
The 2019 revision broadens the scope to cover non-security sectors and brings in a risk-based method for candidate evaluation.
With the inclusion of global watchlist and social media checks, the vetting requirements are more comprehensive.
The removal of character references simplifies the process.
The revised standard aligns Right to Work checks with DBS identity verification, promoting uniform practices.
Moreover, organizations now need to keep screening files for extended periods.
The changes mirror the changing security threats and promote an active response strategy.
To understand these updates better, a more detailed examination will provide more information about their consequences.
Overview of BS7858 Standards
The BS7858 standards provide a system for the vetting and screening of individuals within the security sector and related industries. Initially launched as BS7858:2012, the standard was primarily focused on security personnel, detailing procedures for comprehensive background checks to confirm the reliability of individuals in sensitive positions.
However, the security requirements landscape's evolution prompted a 2019 revision that significantly expanded its applicability. This expansion is crucial for organizations aiming for compliance with British standards relevant to private security, contributing to the sector's professionalism.
Now, BS7858:2019 covers any business involved in security screening and extends its framework to a broader range of sectors beyond traditional security roles. This broadening reflects the growing necessity for thorough vetting processes in various industries where security risks exist.
Notably, BS7858:2019 introduces several best practices. It highlights the importance of a risk-based approach to hiring, advising organizations to deal with adverse findings on a case-by-case basis rather than disqualifying candidates summarily.
The standard also requires the retention of candidate screening files for a specified period, ensuring that organizations have sufficient documentation of their vetting processes. By setting these guidelines, BS7858 aims to improve the security screening landscape and foster a more rigorous and responsible hiring process.
Key Changes in BS7858:2019
Organizations often aim to comprehend the vital updates in BS7858:2019 that improve the security vetting process. A main change is the compulsory inclusion of global watchlist checks, which extends the range of background investigations beyond the previous concentration solely on the HMG sanctions list. This change highlights a comprehensive approach to uncovering potential risks.
The revised standard also suggests conducting social media checks as a preferred practice, recognizing the significance of online activity in determining an individual's suitability. In addition, excluding character references from the vetting requirements is designed to reduce potential misuse of references and simplify the evaluation process.
BS7858:2019 also brings Right to Work checks into alignment with DBS identity requirements, creating consistent verification procedures across the board. This synchronization encourages uniformity and reliability in the vetting framework.
The updated standard also requires the retention of screening files for the entire employment duration and an extra specified period for unsuccessful candidates. This improvement in record-keeping practices ensures that organizations keep detailed documentation in line with the revised requirements, thereby strengthening their overall security procedures.
Scope and Applicability Differences
BS7858:2019, building on its predecessor, broadens its scope and alters its applicability across varied industries. Unlike BS7858:2012, which predominantly focused on the security sector, the 2019 version includes any business conducting security screening.
This shift ensures organizations from diverse sectors implement thorough background screening practices, mirroring current global security concerns. The focus on government baseline personnel security standards underlines the significance of rigorous pre-employment checks for those with access to sensitive information.
Differences in scope and applicability include:
- Engagement of various industries: The 2019 standard is relevant to all sectors, not only those traditionally linked with security roles.
- Focus on management involvement: The role of top management in compliance is now more clearly stated, ensuring accountability.
- Alignment with global security concerns: Organizations are required to adapt their screening processes to contemporary security challenges, increasing relevance and effectiveness.
- Risk-based approach: The new standard urges organizations to evaluate individual candidate risks, fostering a tailored and context-sensitive screening process.
Changes to Vetting Requirements
The recent expansion in scope and applicability detailed in BS7858:2019 introduces significant modifications to the vetting requirements. A key change is the addition of global watchlist checks, expanding the background screening process beyond the earlier dependence on the HMG sanctions list. This adjustment denotes a comprehensive strategy to ensure candidate suitability, mirroring the thorough vetting performed in DBS checks for different roles.
The updated standard has also scrapped character references from the vetting procedure, aiming to reduce the potential for manipulation within the reference system. This change underscores the value of objective, verifiable data in candidate evaluations.
In addition, the Right to Work checks now align with the Disclosure and Barring Service (DBS) identity verification requirements, improving the precision and dependability of the candidate verification process. The retention period for candidate screening files has been extended to cover the duration of employment, along with an additional timeframe, promoting efficient record-keeping practices.
BS7858:2019 now suggests social media checks as a best practice, underlining the importance of assessing candidates' online behaviors in a digital era where online presence often mirrors personal and professional behavior.
The Role of Management
Effective management is key in maintaining adherence to the BS7858:2019 standard through active participation in the screening process.
This updated standard demands a proactive approach from top management, both in terms of resource allocation and in building a robust framework for accountability within the organization.
The primary duties of management comprise:
- Allocating specific roles to team members involved in the screening process to improve accountability.
- Analyzing and mitigating potential risks related to hiring by implementing a well-structured, risk-based evaluation of candidates.
- Maintaining adherence to the BS7858:2019 standard, even when external screening providers are used, thus upholding the organization's ultimate responsibility.
- Delivering suitable training for personnel involved in the screening process to safeguard the standard's integrity.
Importance of Social Media Checks
The commitment of management to stringent screening procedures includes the integration of social media checks. These checks have grown in significance in relation to the BS7858:2019 standard. They are intended to reduce potential hazards linked to employees' online activities, addressing a key aspect of contemporary security issues.
Compliance with British standards for private security enables organizations to ensure a comprehensive approach to candidate evaluation.
Social media screening can reveal potential issues that conventional vetting methods might not expose, providing valuable insights into an applicant's personality and principles. These insights can significantly impact an organization's evaluation of an individual's potential compatibility with its culture and operating structure.
It is advised that employers perform these checks both before and after hiring, especially for roles involving sensitive data or vulnerable groups. This anticipatory strategy not only augments the overall security screening process but also aligns with the evolving norms of employee behavior in a digital age.
The inclusion of social media checks as a recommended practice signifies a robust strategy to protect organizational integrity and promote a safe work setting.
Ultimately, the adoption of such measures in line with the BS7858:2019 standard highlights the need for vigilance against emerging risks linked to online exchanges.
Frequently Asked Questions
What Is BS7858 2012?
BS7858:2012 refers to a UK norm that requires comprehensive pre-employment screening for individuals looking to work in security roles. This standard highlights the importance of background checks, including verifying employment history, confirming identity, and evaluating criminal records to establish trustworthiness.
What Is the Latest Version of BS7858?
The most recent version of BS7858 was introduced on September 30, 2019. This updated version includes additional global watchlist checks, recommendations for social media screening, and changes to identity verification requirements for a more thorough candidate evaluation framework.
What Is the British Standard BS 7858?
The British Standard BS 7858 is a standard that sets out guidelines for the security screening of individuals working in secure environments. This standard requires comprehensive background investigations, which include checking a person's employment history and performing credit evaluations. These measures aim to confirm the reliability of individuals and reduce potential risks linked with security positions.
How Long Is BS7858 Valid?
BS7858:2019 is valid and functions as the standard for security screening within the UK. This is important for organizations, upholding best practices in vetting individuals in security-sensitive roles and safeguarding sensitive data.