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What are the costs of employment screening?

Employment screening helps you reduce risk within your organisation and make well informed hiring decisions, both before and during employment.

The cost of employment screening varies by organisation, primarily driven by:

  • The type of checks required, such as criminal record, qualification and reference checks
  • National versus international screening
  • The risk profile of the role
  • Volume and level of automation

Pricing is therefore not determined by a single factor, but by how your screening process is structured and the risks you aim to mitigate.

Would you like to understand what this means for your specific situation? Our advisors are happy to support you and provide a clear and tailored pricing indication.

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Which factors influence the cost of a screening?

The cost of a screening is not determined by a single factor, but by the level of risk control you aim to achieve and the way you ensure compliance.

In practice, we see that organisations that use screening effectively look beyond individual checks. They establish a process that aligns with their structure, risk exposure and growth ambitions.

Organisations that take a strategic approach to screening do not only consider the cost per check, but also the broader context of hiring, internal movement and ongoing oversight.

Key pricing factors:

Each screening consists of a combination of checks. The selection of these checks directly determines the cost, but also the overall value of the screening.

Common checks include:

  • Identity verification
  • Education verification
  • Reference checks
  • Criminal record checks

Within in employment screening, additional or repeated checks may be relevant, such as:

  • Periodic verification of certifications
  • Criminal record checks

The difference lies not only in what is verified, but also when and how often. We support organisations in finding the right balance, ensuring that no unnecessary checks are included.

While national checks are often carried out efficiently through established data partners, international screening requires:

  • Local source verification
  • Knowledge of country specific regulations
  • Access to reliable data sources

This applies both to new hires and to employees moving across borders.

In practice, this means that international checks not only take more time, but also require specialist expertise to ensure reliability, resulting in higher costs for international screening.

Not every role carries the same level of risk. This risk may also evolve over time.

An employee may progress internally into a position with greater responsibility, resulting in a different risk profile.

For this reason, it is important to combine pre employment screening with in employment screening. This ensures that risks are managed both before employment and throughout the employment lifecycle.

The privacy of candidates and employees is essential. Screening must not only be carried out carefully, but also in a demonstrably compliant manner.

In addition, all processes and personal data must be securely managed. At DISA, this is not an afterthought but a fundamental part of our service.

DISA screening software meets all relevant information security standards. The platform is certified according to ISO 27001 and ISO 9001 and holds an ISAE 3000 type II assurance report.

Depending on your sector, additional checks may be required, such as:

  • Criminal record checks conducted periodically
  • Verification of certifications
  • Registration in professional bodies

The more elements of the screening process that can be handled digitally, the more efficient the process becomes. This contributes to shorter turnaround times and lower overall costs.

At higher volumes, the cost per screening decreases. Standardising and automating processes reduces inefficiencies and prevents delays in recruitment.

DISA’s screening software enables organisations to automate the screening process.

Organisations often focus on the cost per check. The more relevant question is: what is the cost of not screening?

  • The cost of a mis-hire can reach up to 200% for senior roles (Wervingsfabriek, 2025)
  • Reputational damage 
  • Legal risks 
  • Internal security risks 

Employment screening should not be viewed as a cost, but as an investment in risk management.

Receive a tailored quotation

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Receive a tailored quotation

Every organisation is different, and the same applies to how employment screening is implemented.

That is why we always begin with a short assessment of your situation:

  • Which roles require screening?
  • What risks are relevant within your organisation?
  • Do you operate nationally or internationally?

Based on this:

  • We advise which checks are appropriate
  • We design a suitable screening profile
  • You receive a clear and transparent pricing indication

This ensures that you do not receive a standard quotation, but a proposal that genuinely fits your organisation.

 

 

Our clients:

"One of the key benefits of our partnership with DISA is the continuity they provide. If we managed screening internally and one of our employees was unavailable, it could create operational challenges. DISA also offers continuous professional support through both automated processes and their support team. In addition, outsourcing the screening process saves us a significant amount of time.”

Monique Meijer

Monique Meijer
Project Manager JCI-accreditatie P&O
VUmc

“DISA is a trusted partner for us, both in terms of support and the software that supports the employment screening process. Over time, and in response to evolving legislation and regulations, the software has also become more secure and user-friendly.”

Albert Ellinger

Albert Ellinger
Stafmedewerker
Ordina

“DISA remains highly flexible under all circumstances. Whenever changes occur — whether locally or globally — they respond quickly and effectively by adapting our screening processes accordingly. Their awareness of the latest developments is essential, as it enables us to continue providing a high level of service to our clients.”

Ilze Lamers

Ilze Lamers
HR Director North Europe
Michael Page

“The AFAS integration centralises the entire process within a single system, resulting in minimal administrative effort and a significant reduction in the risk of errors.”

Joris Ringelink

Joris Ringelink
HR Officer
Loyens & Loeff

“DISA is an important strategic partner for us due to their objective perspective, strategic insight and expertise in pre-employment screening within the financial sector. They also understand our legal obligation as a financial services provider to demonstrate that we employ suitable and trustworthy individuals.”

Sandra van Eijk

Sandra van Eijk
HR Vendor Management
ABN AMRO

 

Interested in a pricing proposal?

DISA helps you define a screening setup based on your roles, risk levels and organisational requirements.

You can book a free demo where we walk you through how the process works and which checks may be relevant for your organisation — or contact us directly here!

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