Prison Vetting – how to hold onto candidates during the wait…

One of the biggest challenges justice providers face is keeping hold of candidates during the vetting process.

 

Prison vetting can take 2–3 months. During this period, the risk of candidates dropping out increases the longer they wait.

Why do people drop out?

  • Still on the market – until someone starts work, they’re still technically available. If their CV is with agencies, new opportunities will keep coming their way.

  • Money pressures – if they’re out of work, waiting can be tough. Interim jobs or quicker starts elsewhere can become more appealing, even after accepting your offer.

  • Disengagement – the buzz of getting an offer wears off. Long waits can make candidates less invested, leaving them open to new ideas.

 

So how can providers solve this?

  • Move fast on compliance – delays gathering DBS/ID documents only add to the wait. Aim to start the process within 48 hours of an offer. Do weekly compliance check-ins, track progress on a spreadsheet/CRM, and assign ownership for driving it forward.

  • Spot red flags early – vetting can be strict around previous convictions. Be upfront if you know something will prevent clearance, to save disappointment later.

  • Have an honest chat – talk about the vetting timeline. Can they sustain themselves during the wait? Will they pause their job search now they’ve got an offer?

  • Coordinate notice periods – don’t let vetting drag things out even further. If you’re confident clearance is coming, set a start date. In some cases, let candidates start office-based onboarding before prison clearance is finalised.

  • Stay engaged – regular check-ins keep people warm. Even a quick text or call helps them feel welcome and remembered. Share team wins or updates to keep them connected and excited to join.

  • Check existing vetting – we’ve seen clients hire people who already have prison vetting, only to find it doesn’t transfer under the new contract, meaning the whole process has to start again.

 

Bottom line: vetting delays will always carry risk, but with proactive compliance, early honesty, and regular engagement, you can stop great candidates slipping away before day one.