We have a selection of forms you can download here to progress with the checks and an explanation of where and why they will be needed, the amount of checks can be varied with each client.
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Telephone : 0870 0341200
Fax : 0870 0341201
Add : 1st Floor,
          44 Richmond Road
          Kingston Upon Thames ,
          Greater London
          KT2 5EE


Can you offer different levels for the screening?

Yes we currently have 5 different levels found on the sample page and we are willing to compile your requests around your needs and bespoke a package specifically for your company.

Why choose Advanced?

We like to think that Advanced are the country leading investigator based screening company and are quick to Read between the Lines and provide fast turnaround completed cases at a fixed cost highlighting and summarizing the information and explaining our findings in easy approach. We are fully versed with all the relevant laws and utilise our criminal research staff in our expertise.

Is it necessary to have the employee's permission to conduct the checks?

Yes, we operate with your candidate's full knowledge and will only accept these checks with the full knowledge and consent of all parties.

How does the process work?

Your candidates will be asked to download our consent forms and applications will then fill out a fax or send back to us their signed copy, once we receive the forms our Criminal Research Staff will carry the relevant requests, the report will then be emailed or sent out to the client for their perusal.

How do we get started?

Please email one of the team or call and speak to one of vetting specialists to arrange an appointment so that we can talk you through the process, or you can call fill out the New Client Forms, and we will get in touch and enter your details and registry your business.

Can you undertake checks outside the UK?

Yes very much so, we are fully conversant with many different countries systems and are able to regularly confirm and deny information from around the world and some of our staff are bi-lingual in different languages.

Will our candidates object or disapprove of having these background checks made on them?

Most of your candidates should be aware of the screening procedures from the earliest stage and will normally be glad that their new possible working environment is one where diligent checks are made and unscrupulous characters are found before employment is offered. And they will appreciate that their personnel information is separated from their potential employer's organization and that only the decision makers are able to make judgments on these details.

Does screening our employees break the data protection act?

No, we will only screen employees who are in consent to the process and we will only attempt the checks once we have received their authorisation to do so. Screening is perfectly legal and without doubt very effective. Please also see our policy on the data protection on the ethics and mission section.

Can I screen applicants prior to an employment offer? Yes, screening employees prior to the offer can help with your decisions and can promote a safe environment at the workplace.

Why should I be screening?

To allow you to focus on your core business and responsibilities and with any Strategic Developments. Also to help demonstrate that thorough checks and due diligence were completed prior to any employment which in turn can help with any problems encountered with any problem employees at a later stage if claiming on your fiduciary insurance. This can also help in risk management and is proven to eliminate the risk in making a bad hire.

How long can the process take?

This can depend on the level of checks required, but normally we would like to report back to you in 5 working days. This can be held up in other areas such as the criminal check which may take up to 3-4 weeks and some delays can be experienced with referees at employers and by the fact of the timing, such as education information may take longer if we are awaiting the college or university to re commence term time if it is a break period. But rest assured we will flag up any discrepancies and notify your contact person of any problematic finds.

How will the information be presented?

We have prepared a sample report indicating the information received and will be quite happy to email a copy over to you, please contact us for this by email to what happens if your report contains problem finds how should we approach the candidate? In order to not discriminate against the potential employee we recommend you give the candidate the opportunity to discuss the find and explain the area of concern.

Are our candidates allowed to see their references obtained by yourselves from previous employers?

This is commonly confused as being correct, the answer is no. Under section 7 of the DP act, individuals are explicitly excluded from their access to references about them. The references must be relevant to the role that is applied for and will only be used as part of the screening process and that applicants must be explained this before hand and given the opportunity to make representations should any discrepancies be found.