19 March, 2025
What are the background check trends in 2025?
A recurring trend from last year is Internationalisation. Internationalisation will continue to be important in employment screening in 2025. Nowadays, more and more companies operate worldwide and this increases the need to screen employees on an international scale. Of course, this does not go without trial and error, because screening across the border can be a complex process. This is because certain (local) laws and regulations must be taken into account.
And this year, as well as in 2026, we will see more regulatory changes regarding criminal records checks in Sweden. You can find out more about this in section 7.
1. Artificial intelligence
Artificial Intelligence (AI) continues to change the world, and not least in hiring control. Companies that use AI in their recruitment processes have a 75% reduction in recruitment time. Although we have already seen progress in recent years, we are only at the beginning of this evolution.
By 2025, the focus on the development of AI in employment background checks will only increase. Companies that integrate AI can not only check applicants’ data faster, but also more accurately. This makes AI an essential tool for modern organisations.
2. Remote and/or hybrid working
With the rise of remote working, flexibility has become an important concern for employers. This development also brings new risks. Remote or hybrid workers are often less visible within an organisation, which increases the importance of thorough vetting processes.
By 2025, regular employment background checks will become an increasingly prominent trend. By conducting regular background checks, companies can ensure the integrity and trustworthiness of their employees, no matter where they work.
3. General Data Protection Regulation (GDPR)
Data protection legislation such as the GDPR is becoming increasingly important, as more and more people and companies value the correct and secure processing of personal data. In 2025, the rules will be further tightened, with the recently adopted European AI Act as a guideline. This legislation not only determines how AI can be used for personal data, but also sets stricter requirements for compliance. For companies that operate internationally, it is crucial to stay informed of these developments.
Although the GDPR is an European law, we see that many countries outside the EU also strive for an equivalent level of data protection. Because many companies screen internationally, it is important that organisations based or offering services within the EU adhere to the strict rules for processing personal data, regardless of their location. This ensures that screening processes become increasingly consistent. Let this be precisely where DISA can unburden an organisation.
Learn how to do background checks under the GDPR. Download our white paper below.
4. Integration with ATS and HR systems
Digitalisation will remain a top priority in 2025. The trend will continue where companies link their Applicant Tracking Systems (ATS) and HR tools to background check solutions. This makes the vetting process less error-prone and more efficient. Online platforms for background check play an important role in this, as they support companies in integrating and improving the hiring process. Digitalisation is the future and a well-integrated system is indispensable.
5. Cybersecurity
Cybersecurity is a well-known phenomenon. It is therefore not surprising that it is an important point for 2025. With the growing amount of personal data, it is important that organisations continuously improve their security measures. Moreover, increasing regulations are a reason for companies to invest in security systems and platforms to ensure safety.
Strict data protection measures are required, with strict access controls and two-factor verification being crucial. This trend is linked to the trust that customers and candidates have in a company. DISA plays an important role in this by providing a secure verification environment, making us the right partner for reliable and fully secure employee background check solutions. Read more about cybersecurity and how you can prevent risks in your organisation.
6. Extended background checks at municipalities
More Swedish municipalities are looking to introduce more extensive background checks for employment, particularly for positions in health, education and social care. This is in response to increased demands for safety and security in the public sector.
In 2025, more municipalities are expected to implement more systematic checks on employees, including regular follow-ups during the employment period. This is a step towards an even more comprehensive background check, which we hope will eventually be extended to more sectors in both the public and private sectors.
7. Supreme Court decides to restrict access to legal databases
The Supreme Court has decided to restrict access to legal databases containing sensitive personal data. This affects the ability of employers to quickly verify the legal background of potential employees. While the decision strengthens the protection of individuals’ privacy, it also means that companies will have to find new, legal ways to ensure that candidates fulfil high security requirements when hiring.
This affects organisations that use legal databases and requires them to adapt to the GDPR and the individual’s right to privacy. At the same time, it creates opportunities for companies to develop new, more responsible and legal methods for background checks. Looking ahead to 2026, we may see changes in both the vetting process and the reporting of record checks.