Navigating the HireRight Background Check Process at Barclays: A Personal Experience

Transitioning to a new job is often a blend of excitement and apprehension, especially when its success hinges on passing background checks. Recently, I found myself in precisely this situation after being offered a BA3 position at Barclays. The offer is contingent upon successful completion of HireRight’s comprehensive background screening.

The Initial Relief of Passing Screening 1

To my delight, I recently received confirmation that Screening 1 was successfully completed, which my recruiter assured me was a green light to resign from my current position. With an unfulfilling job weighing heavily on my morale, knowing I could soon transition to a role at Barclays was incredibly refreshing. The official start date was set, allowing me to move forward with confidence.

Concerns Arising from Online Perspectives

Despite the initial relief, lingering concerns about the second phase of the background checks began to surface. Reading online experiences, where candidates faced hurdles due to seemingly minor discrepancies, intensified my anxiety. Two particular aspects of my employment history began to worry me:

  1. Verification Challenges with Previous Employers:
    I needed to provide six years of employment history. Included in this timeline were two brief stints in 2019, each lasting a month: one at a social club and another at a small café. Both businesses have since changed management and ownership, making verification challenging. These roles, functioning without HR departments, could pose difficulties if references are required.

  2. Job Title Discrepancy:
    From 2021 to April 2023, I worked at a bowling leisure center. When completing my HireRight documentation, I could not find my contract, prompting me to describe my role based on daily responsibilities. On my CV, I listed my position as “Front of House – Customer Service Advisor.” However, I later discovered that my official title was “Bowling Assistant.” This inconsistency, though unintentional, raises concerns that Barclays might perceive it as a deliberate misrepresentation.

Navigating Uncertainty

Having tendered my resignation based on the completion of Screening 1, I am aware of the risk associated with Screening 2 still pending. This decision, although advised by my recruiter, leaves an air of uncertainty until all checks are concluded. The one-month notice period dictated the timing of my resignation to align with my anticipated start date at Barclays.

Moving Forward

This experience underscores the importance of patience and thoroughness in employment