Pre-employment screening procedure

The first step to a successful pre-employment screening is to establish a good screening policy to successfully implement the screening process. By means of a clear screening policy, you ensure that your processes are always fair, consistent and comply with legal requirements.

It also enables you to set certain requirements for things, such as how your organisation hires and retains employees, and what role pre-employment screening plays in this.

Read more about drawing up an appropriate screening policy

It is very important to store personal and sensitive information securely. The systems and/or processes used for this must comply with the GDPR (General Data Protection Regulation). This means that clear agreements must be made with regard to security and who has access to the data. By using a good secure screening software, you ensure compliance with the requirements and the data is managed securely.

Read more about the security of our screening software

You start by determining what specific requirements you need for the candidates. This depends on the position, but also on the sector. For example, within the financial sector, or a financial function within another sector, an integrity check is often carried out, a VOG (Certificate of Good Conduct) is applied for and/or a Wft (Financial Supervision Act) diploma is checked. By establishing clear screening requirements, you ensure that you only collect and review the most relevant information for an informed decision.

The data provided by your candidates often need to be checked by external authorities. This varies from, for example, (school) diploma’s to VOG’s. The authorities where you will check the data must also be verified for the specific requirements you have compiled for certain positions. In addition, it is important that you work with official authorities to ensure that the information provided is checked correctly.

Before you start screening, it is important to first request the information and permission from the candidate. You need to make sure the candidate knows what data is being requested, why, and how this data is being processed. Clear communication with the candidate will help you avoid misunderstandings and ensure that you comply with GDPR regulations.

Once all the requested information has been received, it’s time to start screening. This means that it is checked whether the information provided is consistent with the information provided by external sources or authorities. By noting any incorrect data, you ensure that you prevent problems later on.

The final step in the process is to check the screened information. By evaluating the data, you can make a decision about whether the candidate is suitable for the position. It is important to evaluate not only the results, but also the context of certain findings. This provides clarity and minimises risks. This way, you will use a careful process to ensure that you hire the most suitable candidates.