Verifying the information given in the CVs of potential employees helps to ensure a fair application process. Companies thus reduce potential security and liability risks. People who want to gain an unfair advantage in the application process with the help of embellished or falsified information can thus be filtered out.
In order to foster trust and make the process transparent, we recommend providing information about PES as early as possible. Some companies mention PES in the job advertisement, others during the application or recruitment process. In addition, in accordance with Art. 15 of the GDPR, applicants are entitled to access their personal data at any time and to initiate early deletion with respect to the potential employer and data controller (Art. 17 GDPR).
DISA is happy to provide further informational material on request.
This depends on the scope of the verification. A signed validation authorisation is always necessary; a CV is required in most cases. For some countries or checks, copies of certificates, other documents relevant to the check and a copy of an ID document are also needed.
The validation authorisation is voluntary and authorises DISA to obtain information from third parties (e.g., educational institutions, former employers). DISA cannot carry out certain checks without authorisation. When applicants are given comprehensive and transparent information about the PES process, there is usually no issue obtaining a signature.
No, the signed validation authorisation is a requirement for starting the verification process.
Our screening platform makes this process secure and convenient. Here, you can submit applicants’ details and documents, and view their screening status at any time. In addition, all communication with our analysts takes place via the portal to ensure the greatest possible data security.
Individual PES orders can be processed immediately. Portal set-up takes a few days to two weeks, depending on the level of configuration. DISA offers free portal training to enable a smooth transition to the platform for your employees.
Yes. Many candidates have international backgrounds, having attended educational institutions or gained work experience abroad. That is why we carry out screenings worldwide. In some regions, there are different country-specific framework conditions. Our checks are adapted to the legal circumstances and cultural differences.
This depends on the scope of the audit and the geographical component. Usually, DISA provides an initial consultation and agrees on one or more customized screening packages with the client. DISA then prepares a customized offer for a data protection-compliant Pre-Employment Screening.
Around 3% of all checks show significant anomalies (e.g., criminal offenses) and around 22% show discrepancies (e.g., embellishment). It is not uncommon for missing skills to go unrecognized for quite some time in the workplace. Misplaced trust in new employees can have major consequences for a company and cause considerable damage. For example, immense financial losses or damage to the company's reputation, particularly among the company’s leadership and management. PES significantly reduces the probability of hiring mistakes and the associated negative consequences.