To hire in the construction sector, the following background checks are strongly recommended:

• Right to Work Check: Confirms the candidate’s legal right to work in the country and to prevent illegal working.
• ID Verification Check: Confirms the authenticity of an individual’s ID documents to ensure that employers know who they are employing.
• Address Verification: Verifying an individual's address history helps confirm their identity. It ensures that the person is who they claim to be, reducing the risk of identity fraud.
• Employment History Verification: When conducting reference checks, it is best practice for employers to request a minimum of two references covering a three-year period. Employers should also address any employment gaps of three months or more by asking applicants to provide explanations and sufficient evidence of their activities during these periods.
• Criminal Record Check: Conducting basic checks within the construction industry, in accordance with the Rehabilitation of Offenders Act, ensures that individuals with minor, unrelated convictions are not unjustly barred from employment. These checks concentrate on pertinent offences while fostering fair opportunities for those who have been rehabilitated. International criminal record checks should be considered for individuals who have not resided in the UK for a significant period of time in order to avoid discrimination, as well as to mitigate against risk.
• Driving licence checks: Employers in the construction industry must verify that all drivers hold valid driving licences and are not banned from driving. This is not only a best practice but also a legal requirement under the Road Traffic Act and the Health and Safety at Work Act.  Employers must check the licence validity, endorsements, and categories to ensure the driver is qualified to operate the required vehicle types.
• Credentials Verification: Verify that candidates who must be registered with a professional body to practise have the professional qualifications, licences and memberships that they claim hold, and to ensure that no restrictions have been imposed upon them.

Additionally, it is important to verify that applicants possess a valid Construction Skills Certification Scheme (CSCS) card, which provides proof that individuals working on construction sites have the appropriate training and qualifications for their job role.

While holding a CSCS card is not a legislative requirement, it is often mandated by principal contractors, house builders, and clients before allowing workers access to the site.

• Social Media and Online Repetitional Checks: These modern background screening tools are highly effective and compliment any background check policy. Social media checks help identify potential risks, such as inappropriate behaviour, hateful or discriminatory remarks, illegal activities, which could impact the candidate's suitability for the role. They also identify risks that would pose significant repetitional, legal, and commercial risks to the organisation.

Although not mandated, the use of online and social media checks has grown in popularity and should be used to help inform the hiring process.