Compliance
Candidate evidence, without hidden gaps.
Recruitment records should distinguish completed evidence from outstanding work. OptiMatch shows the information recorded for each candidate so employers can make a role-specific onboarding decision.
DBS status
DBS information and any supporting evidence are recorded per candidate, with outstanding or role-specific checks kept visible.
Right-to-work evidence
Relevant identity and eligibility evidence is recorded for review. Employers retain responsibility for their own lawful onboarding decision.
Reference progress
Reference requests, responses and verification status are tracked instead of being described as complete by default.
Privacy controls
Candidate information is handled through controlled access and shared for recruitment purposes in line with the consent recorded.
Training evidence
Role-relevant certificates and dates can be recorded, with expiry or missing evidence shown as an outstanding item.
Role-specific review
For regulated or clinical roles, professional registration and competency evidence must be reviewed for the individual vacancy.
Recruitment process
Seven evidence stages, shown honestly.
The record should show what has been supplied, what has been reviewed and what remains outstanding. It does not replace the employer's own regulatory or onboarding responsibilities.
- 01DBS / PVG status and supporting evidence recorded where relevant
- 02Professional registration status recorded where applicable
- 03Right-to-work evidence reviewed for progression
- 04Reference requests and outcomes tracked
- 05Role-relevant training evidence recorded
- 06Outstanding items made visible
- 07Structured candidate discussion recorded
Questions about candidate information?
Contact OptiMatch to discuss the recruitment evidence recorded, outstanding checks or how your information is handled.
info@optimatchsolutions.co.ukCandidate vetting standards
What our standard process expects of candidates.
Right to work in the UK
Relevant evidence is required and must be reviewed for the individual case.
DBS / PVG status
Requirements vary by role and setting; recorded evidence and outstanding actions are shown.
Professional references
Requests, responses and verification state are tracked per candidate.
Training evidence
Role-relevant certificates and dates are recorded where supplied.
Clinical / role competency
Regulated and role-specific evidence requires an appropriate reviewer.
Structured discussion
Experience, practical requirements and role fit are discussed without inventing proof.
Need to understand the evidence workflow?
Ask which candidate evidence can be recorded and what employers still need to verify for their own service.