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Background checks required in 1 in 10 job adverts in Sweden today
Today, background checks on employees in Sweden have increased significantly compared to 15 years ago, when only 1 out of 100 employers checked an applicant’s criminal record. Today, a background check is required in 1 out of 10 job ads. According to Unionen, over 300,000 people requested a police criminal record check for jobs in 2022 (new data for 2024 has not yet been discovered).
As the labour market is in a state of flux, there has unfortunately been an increase in false statements in applicants’ CVs. You can imagine the risks and consequences of hiring staff with a fake CV. Not only can fake degrees, such as medical degrees, be bought online, but within healthcare, where patient safety is a priority, and other high-security sectors, the consequences can be devastating.
Is your organisation looking for a fast and reliable solution for employment background check? Take a look at our simplified digital background check software or book a free demo with our sales team.
Lets dive into the Swedish job market
The labour market in Sweden is characterised by a clear imbalance between highly competitive occupations and shortage occupations. In areas such as warehouse work, machine operators, banking, graphic design and journalism, competition for jobs is high, leading to higher unemployment.
At the same time, there are significant labour shortages in the health and education sectors, as well as in technical occupations such as IT specialists and civil engineers. Police officers, bus drivers, plumbers and construction workers are also in demand on the labour market. This imbalance creates challenges for both job seekers and employers, with some sectors struggling to find staff while others have a surplus of applicants.
What to Do and the Dont when conducting background check in Sweden
When conducting employment background checks in Sweden, there are several dos and don’ts to consider:
Don’ts
- Don’t conduct unauthorized checks without the candidate’s consent.
- Don’t discriminate based on gender, ethnicity, religion, or any other protected characteristic.
- Don’t gather excessive or irrelevant personal information beyond what is necessary for the hiring decision.
- Don’t conduct credit checks without a valid reason related to the job position.
- Don’t obtain information about a candidate’s political opinions or union membership.
- Don’t check criminal records when it’s not directly relevant to the job’s responsibilities.
- Don’t neglect transparency in the background check process.
- Don’t overlook data protection regulations or fail to maintain proper records.
- Don’t retain personal data for longer than necessary for the purpose it was collected.
Dos
- Obtain explicit consent from the candidate before conducting any background checks.
- Ensure that the background checks are relevant to the job position and necessary for the hiring decision.
- Comply with GDPR and the Swedish Personal Data Act when processing personal data.
- Define the scope of the background check and communicate it clearly to the candidate.
- Verify educational qualifications, employment history, and criminal records when relevant to the position.
- Use reliable sources and third-party providers that adhere to data protection regulations.
- Maintain accurate records of the background check process in compliance with data protection laws.
- Provide candidates with a summary of the background check results and allow them to address any discrepancies.
Swedish laws on background checks for employment and recruitment
In Sweden, background checks are governed by several laws and regulations, the two most relevant of which are the GDPR (General Data Protection Regulation) and the Discrimination Act. These laws are crucial to ensure that background checks are carried out in a legal and ethical manner, while respecting individual rights and protecting against discrimination. It is important for companies and organisations to be aware of and comply with these rules to avoid legal and ethical complications in the recruitment process.
GDPR (General Data Protection Regulation)
In terms of background checks, this means that organisations must follow strict rules on the collection and use of personal data, including information collected from candidates during the recruitment process.
- Name and contact details
- Criminal records
- Medical data
Discrimination Act
The Discrimination Act aims to prevent discrimination on various grounds, including gender, ethnicity, religion, age, health and disability, both in the labour market and in society at large. When it comes to background checks, it is important that companies and organisations do not use the information in a way that could lead to discrimination against candidates.
What do the various checks entail?
1. Verification of education
Education check or diploma check means verifying that the applicant has the educational qualifications required for the position in question. It may include checking diplomas and degrees from universities, colleges or other educational institutions to ensure that the candidate has the training and skills required to perform the tasks.
2. CV check
This involves reviewing and verifying the applicant’s work experience, previous employment, and job performance according to the information provided in their CV. It may include contacting previous employers to confirm periods of employment, duties and achievements to ensure that the candidate has the experience and skills required for the current position.
3. Checking previous jobs
Checking employee’s previous jobs involves researching the applicant’s previous employment and verify the statement on their CV. This process include contacting references from previous employers to gain insight into the candidate’s employment period, role and responsibilities, and verifying the existence of the company itself. Unfortunately, in some cases, the mentioned company doesn’t exist, nor does the candidate’s work experience.
4. Criminal record check
The criminal record check involves examining the applicant’s criminal record to identify any offences or criminal acts that may affect their suitability for the position in question. It may include carrying out a background check by checking the candidate’s criminal record with the police to ensure they have not committed any offences that may pose a risk to the workplace or organisation.
5. Credit check
Credit check is a process whereby companies or organisations evaluate a person’s creditworthiness by reviewing their credit information. This may include an assessment of a person’s credit score, payment history, debt levels and any payment history. Credit checks are often used in different contexts, such as when applying for a loan, renting a property or employment in certain industries. It aims to provide companies and organisations with an assessment of a person’s financial reliability and ability to meet their financial obligations.
When hiring executives and key staff to work on your organisation’s security, it’s recommended to conduct an extended background checks.
Learn all about background check in Sweden’s 3 major cities
Why choose Validata for Background Checks in Sweden
Validata offers ‘the peace of mind of being safe’. By screening employees, you know who you are hiring. Build an honest and secure global work environment with Validata.
Smart software solutions
Validata’s software gives you access to your screening data anytime, anywhere.
Safe and secure
We screen for multinational companies, ensuring they meet all applicable laws and regulations and are 100% GDPR compliant.
Worldwide network
Our international partnerships allow us to verify data directly at source and integrate with any existing HR programme.
Client cases
Read about what other clients say about us. Our background checks processes and services have helped several employers minimise risks in hiring.
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