22 October, 2026
What makes a positive candidate experience?
The candidate experience covers every interaction between a candidate and an employer throughout the recruitment process. This includes everything from how easy it is to apply for a position to how communication is handled after an interview. A positive candidate experience means that candidates feel informed, respected and involved throughout the process. Clear expectations, regular updates and a straightforward application process all play an important role.
Disa partners with recruitment platform Teamtailor, enabling employers to manage their recruitment process and, through the integration with Disa, request and monitor background checks directly within the platform.
In autumn 2022, Teamtailor surveyed 400 candidates about their recruitment experiences. The results showed that 80% considered the candidate experience important when applying for jobs.
The survey also revealed the most frustrating aspects of the application process:
- 46% – Lengthy application forms
- 33% – Salary information not included in job adverts
- 31% – Not receiving feedback from recruiters
- 31% – Too many interviews
The findings highlight the importance of simplicity, transparency and communication. These same factors are equally relevant when background screening forms part of the recruitment process.
How does background screening affect the candidate experience?
Background screening is an important part of the recruitment process, helping employers make informed hiring decisions. At the same time, the process should be clear and straightforward for candidates.
Here are five recommendations for creating a positive candidate experience when background checks are part of recruitment.
1. Inform candidates about background screening early on
Background screening should be a clearly communicated part of the recruitment process from the outset. Consider mentioning in the job advert that a background check will be required, so candidates know what to expect.
If the screening is carried out by an external provider, it is also helpful to explain which company will conduct the checks. This way, candidates know who may contact them and why.
Before screening begins, candidates should receive clear information about which checks will be conducted, why they are necessary and how the results will be used. This is a natural part of the process in Disa's digital platform. Candidates first receive the relevant information before moving on to the different steps of their background screening.
2. Tailor background checks to the role
Not all positions involve the same responsibilities or risks. Background checks should therefore be tailored to the specific role and its requirements.
A risk-based approach means selecting checks that are relevant and proportionate to the position. For example, this might involve verifying education and previous employment or conducting additional checks for positions involving greater responsibility.
To simplify the process, Disa helps organisations develop screening profiles tailored to different roles and requirements. When requesting a background check through Disa's digital platform, employers select the appropriate screening profile. This makes it easier to ensure that the right checks are carried out for each position, without collecting more personal information than necessary.
3. Make the process straightforward for candidates
In Teamtailor's survey, 46% of candidates identified lengthy application forms as one of the most frustrating aspects of recruitment. Although the survey focuses on job applications, it highlights the importance of simple and accessible digital processes.
The same principle applies to background screening. Candidates should be able to understand what information they need to provide and how the process works, without unnecessary steps.
With Disa's digital platform, candidates receive clear instructions and guidance throughout the different stages of their background screening. They can see which steps are required and provide the information needed to complete the checks.
In the video below, we show how candidates use Disa's digital platform, from logging in to completing the different steps of the background screening process.
4. Be transparent and keep candidates informed
A lack of feedback from recruiters is a common source of frustration. In Teamtailor's survey, 31% of candidates identified a lack of communication as one of the most frustrating aspects of the application process.
During background screening, it is equally important that candidates understand what is happening and what is expected of them.
Employers should therefore explain how the process works, what information candidates need to provide and who they can contact if they have questions. If the process takes longer than expected, keeping candidates informed helps avoid unnecessary uncertainty.
Transparency is particularly important because background screening involves the processing of personal data. Candidates should receive clear information about what personal data is processed, why it is needed and how it is handled.
5. Avoid unnecessary delays in the recruitment process
When a candidate has completed several interviews and is approaching a job offer, it is important to keep the recruitment process moving forward.
This is why background screening should be planned as part of the recruitment process, with candidates receiving the right information from the beginning. Clear instructions, digital workflows and a structured approach can help employers minimise unnecessary delays.
In Sweden, the turnaround time is typically 1–2 working days for credit checks and criminal record checks, while education and employment verification, including reference checks, generally takes 3–7 working days. For international background checks, turnaround times vary depending on the country and the types of checks required.
For organisations managing high recruitment volumes, working with a single provider for multiple types of checks can also be beneficial. One example is Carla, which works with Disa to streamline its background screening processes.
"What stands out about Disa is the close communication and the opportunity to continuously develop our processes together based on our needs. Efficient processes and short turnaround times are extremely important to us, and we feel that Disa has truly understood this. By bringing together background checks, driving licence checks and drug and alcohol testing with a single partner, we have established a more structured and efficient approach that simplifies the work for both HR and hiring managers."
Make your recruitment process more efficient with Disa
Would you like to learn how Disa can help streamline your background screening process? Complete the contact form below, and we will tell you more about our solutions and how they can be tailored to your organisation's needs.