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Adjudication check

Simple and fast certainty from screening results

A screening process is often seen as complex and time consuming. Due to different laws, regulations, backgrounds and entities, inconsistent decision making can lead to errors in hiring and integrity risks.

With the Adjudication check, your organisation can assess candidates more efficiently using predefined criteria that are determined in advance. This streamlines your screening process.

More information about adjudication check
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What does Adjudication mean?

Adjudication is the process where DISA reviews screening results against the criteria of your organisation to determine whether a candidate is suitable. This involves automatically checking whether certain findings affect the suitability of the candidate according to your business rules.

For example, a candidate may have committed a traffic offence three years ago. According to your hiring policy, this may not be a reason to exclude the candidate.

Thanks to the Adjudication check, this outcome is automatically marked as ‘Correct’, allowing the recruitment process to continue without delay.

  1. Graduation year does not match: a candidate states that they graduated in 2020, while the educational institution reports 2019. This would normally be flagged as a discrepancy, but based on your Adjudication criteria we can close this as correct.
  2. Variation in job title: a candidate lists their role as “Sales Team Lead”, while the employer registers this as “Sales Supervisor”. This would normally appear as a discrepancy in the report, but it can also be closed as correct if this is covered by the criteria.

By handling these minor discrepancies in this way, the number of reports requiring additional attention is significantly reduced.
 

  1. Define the criteria: These criteria are based on your organisation’s recruitment guidelines.
  2. The criteria are applied to the screening results: Each screening element is marked as “correct” or “discrepancy” based on your criteria.
  3. Receive ready to use outcomes: The outcomes of this check appear as a separate result in the final report.

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Why choose the Adjudication check via DISA?

 

  • Efficiency: Irrelevant information is immediately removed from your screening results by our smart software.
  • Compliance: Predefined criteria help reduce risks by taking relevant legislation into account.
  • Cost reduction: By saving time for your staff and candidates when reviewing discrepancies in a screening report, you reduce costs.
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Frequently Asked Questions about the Adjudication Check

No, an Adjudication Check is not legally required in the Netherlands.

It is an additional assessment step organisations can use to review screening results in a careful and consistent manner. This is particularly useful when a result cannot immediately be classified as simply “pass” or “fail”, but requires additional context. For example, when an outcome needs to be assessed in relation to the role, risk profile or internal policies.

The Adjudication Check is performed by the screening provider on behalf of the employer. The final hiring decision always remains with the employer.

It is important that the assessment criteria are clearly defined in advance. This helps ensure the process remains objective, transparent and aligned with privacy legislation.

Yes, the candidate receives access to the final assessment through the screening report. All evaluations and findings are included in the report.

An Adjudication Check can apply to different types of checks. Common examples include minor discrepancies in employment history or small differences in graduation dates provided by the candidate.

Handling these types of minor discrepancies through an adjudication process significantly reduces the number of reports requiring additional manual review. This helps accelerate the onboarding process.