FAQ: Pre-Employment Screening
What can and can't you screen about a job applicant, and how does pre-employment screening work?
What exactly does pre-employment screening involve?
Pre-employment screening maps relevant, verifiable information about a candidate prior to hiring, such as employment history and public sources, within the limits of proportionality and GDPR.
Can I screen a candidate without their consent?
No, screening a candidate generally requires their consent and must be proportionate to the role. We advise you on this beforehand.
For which roles is pre-employment screening common?
Particularly for roles involving a high degree of trust or access to sensitive information, finances or vulnerable individuals, such as in the financial sector, healthcare, or a key position within your organisation.
What can and can't be investigated?
We focus on role-relevant, verifiable information, such as employment history and qualifications. Purely private information unrelated to the role falls outside this scope.
How long does pre-employment screening take?
A standard screening typically produces results within a few working days. For a more extensive investigation, for example for a key role, allow a bit more time.
Want to know what we can do for you?
Get in touch, free and without obligation. We respond within 24 hours and think along with you, discreetly.
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