Media research
A media search complements the recruitment process by analysing publicly available information through a structured Open Source Intelligence (OSINT) investigation. It provides organisations with additional, role-relevant insights into a candidate's public profile and professional presence.
DISA considers only publicly available, legally obtainable, and role-relevant information. Sensitive personal data is neither collected nor assessed. The research covers both international and local-language media sources and can be tailored to meet an organisation's specific requirements.
Why a Media Research Check
- Professional risk management: Publicly available sources may reveal potential reputational risks that are not always identified through traditional screening methods. Identifying potential concerns at an early stage helps organisations assess risks more effectively and make informed hiring decisions.
- Sector-specific relevance: For positions in the financial sector, legal profession or leadership roles, a candidate's public reputation may be particularly important. Media Research complements information obtained from CVs and interviews, providing greater transparency when assessing candidates.
- International candidates: For candidates with an international educational or professional background, national screening alone is often not sufficient. Thanks to its global reach and international verification capabilities, DISA can review relevant information across multiple jurisdictions, providing additional transparency throughout the hiring process.
What does Media Research cover?
As part of a Media Research, DISA reviews only publicly available sources. Private databases, purchased data and restricted-access content are not considered.
Sources may include regional and national news media, industry publications, professional platforms, blogs, forums, social media and public registers. International sources and content published in the relevant local languages are also included where appropriate.
The findings are always assessed in the context of the specific position and the areas of focus defined by the organisation. DISA reports objectively and factually, without personal opinions or commentary.
What is excluded from Media Research?
Not all publicly available information may be considered as part of a Media Research. Certain categories of personal data are expressly excluded from the research, both under applicable legal requirements and in accordance with DISA's internal standards.
This includes, in particular:
- Ethnic or racial background
- Political opinions
- Religious or philosophical beliefs
- Trade union membership
- Genetic or biometric data
- Health information
- Sexual orientation or gender identity
All analyses are conducted solely within the scope of legally permissible employment screening practices and in compliance with applicable legal requirements.
Designed for German compliance standards
DISA conducts Media Research in accordance with the GDPR and applicable data protection legislation. The processing of personal data is generally based on a legitimate interest, which is always assessed in relation to the responsibilities and requirements of the position.
Candidates are informed transparently about the screening process before it begins.
Only information that is relevant within the scope of legally permissible employment screening practices is considered. All data is processed within the European Union, and every screening decision is documented in a transparent and traceable manner.
When is Media Research appropriate?
Media Research is particularly valuable for positions involving a high level of responsibility, access to sensitive information or a public-facing role.
Typical use cases include:
- Senior leadership and executive roles
- Roles with financial authority or access to assets
- Positions in regulated industries such as finance, healthcare, or law
- Roles with significant public-facing or communications responsibilities
- Candidates with an international career background
Before the screening begins, DISA advises organisations on whether Media Research is appropriate and proportionate for the position in question, and on the appropriate scope of the screening.
Why Media Research by DISA?
Specialist in employment screening
With more than 25 years of experience in Employment Screening, DISA has extensive expertise in conducting legally compliant and targeted Media Research. Relevant information is identified while candidates' privacy is safeguarded at all times.
International coverage
DISA operates in more than 50 countries and considers sources and content in the relevant local languages. This is particularly beneficial when screening candidates with an international educational or professional background.
DISA takes care of everything
From defining the scope of the research to delivering an objective report, DISA manages the entire Media Research process. This ensures that every Media Screening is conducted in a transparent, compliant and well-documented manner.
The importance of employment screening
Media Research can, depending on the requirements of the position, be a valuable component of a comprehensive Pre-Employment Screening programme. Researching publicly available sources helps provide additional insights into a candidate's public profile and professional presence.
Media Research is particularly effective when combined with other background checks, such as identity verification, reference checks, and the verification of educational qualifications and professional credentials. DISA ensures that every screening is proportionate to the risk profile of the position and conducted in compliance with applicable legal requirements. The purpose of Media Research is to support organisations in making informed hiring decisions, not to search for potential risks or adverse information about applicants and candidates.
Frequently asked questions (FAQ) about Media Research
DISA uses only publicly available and verifiable sources of information. These include, for example:
- National and regional news outlets
- Industry and trade publications
- Professional networks
- Blogs, forums and social media
- Public registries
In addition to German-language sources, DISA also considers international media and content published in the relevant local languages. Private databases and purchased data are not used as part of the research. The sources reviewed in each case depend on the candidate's background and the areas of focus defined by the organisation.
Yes, conducting Media Research based on publicly available sources is permissible under the GDPR, provided there is a documented legitimate interest related to the position and the responsibilities associated with it. The screening must be proportionate, limited to information that is relevant to the role, and documented in a transparent and traceable manner. Candidates are also informed in advance about the screening process and its scope.
Special categories of personal data, such as health data, religious beliefs or political opinions, are not considered as part of the research.
Certain categories of personal data are not processed as part of a Media Research, even if the relevant information is publicly available. These include, in particular:
- Ethnic background
- Political opinions
- Religious or philosophical beliefs
- Trade union membership
- Health information
- Genetic or biometric data
- Sexual orientation
This approach is based both on applicable legal requirements and DISA's internal standards. All analyses are limited to information that is relevant within the scope of legally permissible employment screening practices. Information falling outside this scope is not considered, even if requested by the client.
DISA provides objective, fact-based reporting. Sources and findings are documented without personal opinions or interpretations.
Not every negative finding automatically affects a hiring decision. The context, relevance, recency and severity of the information are always taken into account. DISA provides the relevant information, while the final hiring decision remains with the organisation. Candidates also have the right to respond to findings that may influence a hiring decision.
Media Research is typically completed within three to five business days, from the start of the research to the delivery of the final report. The turnaround time depends on the scope of the screening and the amount of relevant publicly available information. For candidates with an extensive international educational or professional background, the screening may take longer due to the higher number of sources that need to be reviewed.
DISA places particular emphasis on conducting thorough and well-documented research. The quality and accuracy of the findings always take priority over the speed of delivery.
Yes, organisations can define specific areas of focus for Media Research, for example in relation to financial conduct, regulatory history or reputational risks within a particular industry or region. DISA translates these requirements into a structured and targeted research approach. Regardless of the organisation's requirements, special categories of personal data are always excluded from the research.
DISA also supports organisations in defining a screening scope that is appropriate for the position and compliant with applicable legal requirements.