Want to know more about our employment screening checks?
Employment screening checks
An employment screening check helps validate the details of a potential or current employee. We provide all the checks you need for a thorough employment screening process. From verifying qualifications and identity to assessing integrity declarations.
Combination of pre employment screening checks for a complete screening
DISA offers a wide range of employment screening checks. Which checks are relevant depends on the sector in which your organisation operates. Based on our many years of experience, we provide clear advice on the most suitable combination of checks. This helps you quickly understand which screenings best fit your organisation and hiring needs.
Our employment screening checks:
DISA checks the authenticity and validity of the identity document, both nationally and internationally. Whether a document can be verified depends on the country that issued the identity or residence document.
DISA verifies the identity document and performs digital person identification. This is done through facial recognition via the smartphone, combined with the verification of the identity document. This check helps your organisation comply with the full verification obligation. It confirms that the document is authentic, valid and belongs to the person being screened.
DISA checks the authenticity and validity of a (international) driver’s license. The driver’s license cannot be used as an identity document.
DISA checks the highest completed level of education. Other relevant degrees and diplomas can also be verified. The check is completed via a data supplier. The candidate provides a copy of the diploma and sometimes a grade list or transcript. The screening report confirms the educational institute, the education name, whether the diploma was obtained and the year of completion.
DISA checks the past five years of work experience, provided by the candidate. The number of employers or years can be adjusted. A referee or HR department is contacted via a secure link to confirm whether the candidate worked there, whether the employment period is correct and whether the position is correct.
Optional objective questions can be added. Answers and comments are included in the screening report. If there is no response after repeated emails, DISA Support contacts the referee by phone.
Candidates provide two professional referees, such as former managers they worked with directly. Colleagues are excluded. DISA contacts the referees by phone or email and collects a personal assessment through a structured questionnaire or interview. This gives insight into the candidate’s working style, performance and interpersonal skills.
DISA checks whether the person is allowed to work within the EU, EEA or the UK based on the residence permit. Personal data is compared with the identity document. If the person will work outside the EU or EEA, DISA checks the validity of the work visa and whether work is permitted in that country.
The Internet Scan reviews a candidate’s online presence at several levels. The light version includes an Indexed Webscan of the public internet and a Social Media Scan including Facebook, Twitter and Instagram. The complete variant adds a broader online search. The ISD Webscan consists of an Indexed Webscan, a Social Media Scan and a Deep Webscan on the Darkweb. DISA only reports information that can be linked to the candidate with 100% certainty.
This check reviews the reputation of educational institutions and employers linked to the candidate. Sanction lists, corruption lists and terror lists are consulted. In certain countries, proximity to the state or military is also considered to reduce the risk of espionage or sabotage. This check is particularly relevant for candidates from high risk countries as listed by the Federal Ministry of the Interior, and who have attended educational institutions and/or been employed there. The purpose of this screening is to assess the reputation and risk of such applicants.
DISA provides insight into the financial stability of candidates. This includes possible payment issues based on name and address, company data, the insolvency register and the receivership register.
Depending on the country, DISA provides insight into financial stability through insolvency or bankruptcy registers or through data partners with debt and tax information.
DISA can check the insolvency register separately from the credit check. This register contains records of bankruptcies, payment suspensions and debt restructurings from various courts. The check confirms whether the person is listed in the Insolvency Register.
DISA provides a standard questionnaire with integrity related questions, such as pending criminal cases, financial risks and secondary positions.
For an in-employment screening, DISA offers a standard questionnaire with integrity questions on the same topics. However, these are focused on the current position of the candidate.
After completion, the statement is signed by the candidate. The standard questionnaire can be adjusted on request. An existing integrity statement from your organisation can also be digitised and included.
DISA checks whether a person appears on Politically Exposed Persons list or sanctions lists. Various national and international sources are consulted. Media sources related to topics such as fraud or corruption are also included in the screening report.
DISA checks information about the candidate’s company/companies. This includes Chamber of Commerce extract, PEP lists, compliance and sanctions lists for companies, and a company credit check.
DISA provides insight into current and previous directorships. If a directorship function is found, the screening report includes the function and role, date of appointment, authority and sector.
This statement contains information related to a business. This includes:
- Administrative decisions (trade bans; withdrawal of permits, franchises, etc.)
- Surrender of a license for a business or other commercial enterprise during withdrawal or revocation proceedings due to untrustworthiness or unsuitability. The purpose of registering the withdrawal of a license is to prevent such prohibition or revocation orders from being circumvented
- Decisions on fines for administrative offenses committed during or in connection with the exercise of the trade or business purpose
- Certain criminal convictions for offenses committed during or in connection with the exercise of a trade or business purpose
Natural persons or legal entities can apply for the statement from the Federal Office of Justice. Natural people receive the certificate by post. In the case of legal entities, the extract is sent to the relevant local authority (e.g. Ordnungsamt in Germany). Cost: €13 (as of September 2024).
DISA supports the application for the Certificate of Good Conduct or its foreign equivalent. If the person lives or has lived abroad, DISA assists in obtaining the relevant criminal background check. After the candidate receives the document, they have to upload the document into the screening. DISA checks the validity and authenticity, and performs a visual check.
For some countries, DISA does the application on your behalf, and the document will be added in the screening by DISA.
Within the screening software of DISA, customised checks can be created to digitise and automate specific onboarding steps. Examples include signing a confidentiality agreement or code of conduct, consulting an internal security department, or checking a register by DISA support.
Why employment screening?
Risk reduction:
Employment screening helps organisations reduce risk. By verifying identity, qualifications and employment history, the chance of fraud, incorrect information or a poor hiring decision is reduced. This protects not only the organisation itself, but also your employees customers and your company’s reputation.
Legal requirements:
In many sectors employment screening is legally required or strongly recommended. This applies to financial services, government, healthcare and roles with access to sensitive information.
Laws and regulations, such as GDPR and anti-money laundering legislation require organisations to take a careful and structured approach to hiring. Organisations must not only act with due care, but also be able to demonstrate how the process is carried out.
Employment screening supports compliance and helps prevent fines, sanctions or liability.
Time saving:
A structured and professional screening process saves time for HR teams. Rather than relying on manual checks, employment screening delivers an efficient and standardised process. This speeds up onboarding, prevents delays caused by incomplete information and ensures new employees can start quickly and with confidence.