New Cutting-Edge Service To Take The Hassle Out Of DBS Education Checks

October marks Cyber Security Awareness Month and provides an opportunity for businesses to learn how they can safely utilise online tools to improve their services, and there are few areas where this is as important as recruiting staff to work in schools.

Employers can now access a cutting-edge service to perform DBS checks on staff that makes the critical process “as easy as possible”.

eSafeguarding is a market-leading online DBS checks provider offering everything you need from a DBS checking service, and more. Working with its sister company Bookmark, which provides recruitment services for all sectors of the education industry, eSafeguarding partners with education establishments right from the start, offering a safe and effective service for education establishments going through an onboarding process.

This helps ensure they are compliant and that anyone brought into the institution is a highly qualified, trustworthy professional.

An umbrella company of recruitment specialists The Protocol Group, a business with over 27 years of experience in the education recruitment field, eSafeguarding, based in Nottingham, combines the knowledge of experts with cutting-edge technology to offer a streamlined user experience.

Having recently undergone a rebranding, eSafeguarding can now showcase its comprehensive offering through a brand-new website.

Discussing the new eSafeguarding, Harry Beer, heading up the rebranding and website relaunch project, comments“We are incredibly excited to announce the launch of the new eSafeguarding website. It perfectly portrays everything we stand for: a cutting-edge, easy-to-use, cost-effective service led by a team of experts.

“Being partnered with a business that can offer recruitment services and handle the whole onboarding process is particularly beneficial. Education establishments often need to onboard multiple candidates at once, so working with us makes the process as easy as possible as well as becoming more cost-effective. First and foremost, we aim to build relationships with our clients and be their partners through and through. Our partners get all the efficiency and professionalism of a market-leading company without being treated as just a number.

“If it’s needed, we can guide applicants through the process, answer any queries, and solve issues along the way quickly and effectively.

“Though eSafeguarding is already the chosen DBS checking service for a number of institutions in the UK, we have really taken our business to the next level, enhancing our offering even further. While being extremely user-friendly thanks to state-of-the-art technology, it also effectively ensures our partners are totally compliant, freeing up valuable time and resources. We look forward to building even more long-term partnerships with education establishments and helping them thrive.”

eSafeguarding offers features such as its own ID checking service, meaning partners simply need to start the application process and pass it onto the candidate, with eSafeguarding handling all the rest, significantly simplifying the process for partners.

The service automates time-consuming admin tasks such as form filling, mailing and waiting for responses, shortening turnaround times and minimising the risk of errors, therefore allowing organisations to make informed decisions about personnel more quickly. Additionally, eSafeguarding prioritises data security and compliance. It is designed to meet the stringent regulatory requirements associated with handling sensitive personal information, safeguarding the privacy and confidentiality of individuals undergoing DBS checks. 

It encompasses a range of customisation options to suit customers’ needs, as well as including helpful features such as instant data validation, information pop-ups and application tracking. The providers also boast an incredibly personable and efficient customer service, with the team being made up of friendly, reliable and knowledgeable experts.

Having worked with the DBS since 2012, eSafeguarding’s team has extensive knowledge of the field and applicants’ pain points, having developed a service that successfully addresses these, providing speed, security, efficiency, and great value.

What is a DBS Check?


A DBS check is an official record which states a person’s criminal convictions, cautions, reprimands, and warnings. These are important because they let employers find out whether a candidate is suitable to work in their organisation. DBS checks are required for a number of sectors, but most commonly they are needed when a potential employee will be working with vulnerable groups like children or the elderly.


What Are The Different Levels of DBS Checks?


Basic – This is the lowest DBS check level that details any unspent convictions. All individuals and employers can ask for this information as there is no eligibility criteria to obtain the certificate. Many different types of industries use basic disclosures to ensure their candidate is fit for employment. However, many roles will require a higher level of DBS check.

Standard – This is a higher level of DBS check, and the certificate will contain details of both spent and unspent convictions, cautions, reprimands, and warnings that are held on the Police National Computer, which are not subject to filtering. Standard DBS checks can only be undertaken if the specific role, or the specific activities conducted within the role are included in the Rehabilitation of Offenders Act (ROA) 1974 (Exceptions) Order 1975, an example of roles requiring a Standard Level Check are certain financial services positions. To check whether a position needs a Standard DBS you can either use the DBS eligibility tool.

Enhanced – The enhanced DBS check is similar to the standard but is used for roles with a higher level of responsibility that fall under both the Rehabilitation of Offenders Act (ROA) 1974 (Exceptions) Order 1975 and the Police Act 1997, which is prevalent in sectors like education and health and social care. The certificate will contain the same details as a standard certificate, but it may also contain non-conviction information supplied by relevant police forces if it is deemed relevant and ought to be contained in the certificate. However, employers must request this certificate on behalf of the candidate. 

People working with children or adults that undertake Regulated Activity with them would also need a check of the associated Barred List. The Children’s Barred List check would also be required for certain individuals that live or work in premises where childminding takes place or live-in fostering households. 

All three levels address different needs and help to give a clear picture to employers of who they’re hiring.