Online and Social Media & DBS Checking Services
We're here to support you with the two key safeguarding checks that must be carried out as part of any recruitment and selection process: an Online and Social Media & a DBS check.
Related Services:
Strategic Support | Integrated HR and Payroll | Occupational Health | Immigration for Schools
Our Online and Social Media Checks provide a lawful, objective risk report, helping schools and trusts make informed hiring decisions while ensuring compliance with KCSIE guidelines.
Our DBS Checking Service ensures fast, accurate, and compliant background checks, minimising delays and supporting safe recruitment practices in schools and MATs.
Our Social Media and DBS Checking Services include:
Online and Social Media
Our Online and Social Medial checks focus on 7 established index measures of any individual’s online presence:
- News Reports
- Personal Listing
- Blogs and Vlogs
- General Searches
- E-commerce/Retail
- Professional Network
- Social Media
The index measures act as a powerful screening and online behaviour evaluation tool that objectively, lawfully, and fairly assesses a shortlisted candidate's social media profile over a 2-year period.
Reports only contain information relevant to the core concerns which the DfE's Keeping Children Safe in Education guidance has attempted to address, meaning there is no digging or scrapping for information that goes beyond a reasonable level.
These checks result in a simple risk report. This enables you to discuss any flagged concerns with the candidate before making an informed decision on whether to proceed with the appointment.
Each check will cost £30, plus an administration cost of £14 per check for any client of Judicium Education’s HR services, or £18 per check for clients of any other Judicium services.
As a gesture of goodwill, if you later utilise our DBS checking service in respect of the successful candidate(s), we will reduce our administration cost for the DBS check.
DBS
Safeguarding legislation outlines that an Enhanced DBS check should be requested for all school employees and volunteers and that, where those individuals will be engaging in regulated activity with children or vulnerable adults, an Enhanced DBS check with children/adult barred list information is required.
We offer an online DBS checking service which is designed to ensure the information provided to the Disclosure and Barring Service is accurate and in line with requirements. This is aimed at avoiding any unnecessary delays and preventing any checks from being unnecessarily rejected and needing to be resubmitted.
Each check will cost £49.50 (volunteers are free of charge) plus an administration cost of £14 per check for any client of Judicium Education's HR services, or £18 per check for clients of any other Judicium service.
For customers who have also used our Online and Social Media checking service, they will benefit from a reduced loyalty price of just £11 per check if they are a client of Judicium Education's HR services or £15 for clients of any other Judicium service. All administration fees will be subject to VAT.
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Looking for more information? See ourFrequently Asked Questions

Judicium helped us to resolve a potentially difficult personnel issue. Help and support has always been available at the end of a telephone line or via email. In future I will consult Judicium about any employment law or HR related issues. I recommend their service highly."
Alan Hyatt | Head Teacher | St John Wall School
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Frequently Asked Questions
Yes, but schools must ensure checks are lawful, fair, and non-discriminatory. Social media screening should align with UK GDPR and employment law, focusing only on content relevant to the candidate’s suitability for the role.
While there is no statutory requirement for regular re-checks, many schools opt for renewing enhanced DBS checks every 3 years or using the DBS Update Service for real-time monitoring
While not legally required, it is best practice to inform candidates that pre-employment checks may include social media screening, ensuring transparency and compliance with employment regulations.
Yes, but decisions must be objective, proportionate, and legally justifiable. HR must document concerns, ensure non-discriminatory decision-making, and align with Safer Recruitment and employment law.