18 June, 2026
Why pre-employment screening?
- Safe and reliable hiring – Pre-employment screening helps employers make informed hiring decisions by verifying a candidate’s identity, qualifications, employment history and other role-relevant information.
- Risk reduction – Screening can help reduce the risk of fraud, misconduct and other workplace issues, contributing to a safer working environment while helping protect colleagues, clients and company assets.
- Legal compliance – In certain industries, such as financial services, healthcare and other regulated sectors, pre-employment screening can support compliance with legal, regulatory and industry-specific requirements, helping employers assess whether candidates meet the standards and obligations associated with a particular role.
What does pre-employment screening cover?
Legal framework in Sweden
Pre-employment screening in Sweden must be carried out in accordance with applicable data protection laws, including the GDPR and the Swedish Data Protection Act (Dataskyddslagen), as well as relevant sector-specific regulations. Compliance is overseen by the Swedish Authority for Privacy Protection (IMY).
Key principles include:
- Legitimate interest – Screening is typically based on legitimate interest rather than consent, as consent may not be considered freely given in a recruitment context.
- Proportionality – Screening should be appropriate to the role and the risks involved. Not every check is justified for every position.
- Transparency – Candidates should be informed about which checks will be carried out, why they are necessary, and the legal basis for processing their data.
- Data minimisation – Only personal data that is relevant and necessary for the screening should be processed.
- Criminal records and court data – Employers should ensure that any processing of criminal records or court data reflects current legal requirements, including developments following the Swedish Supreme Court’s 2025 ruling.
- Storage limitation – Personal data should not be retained longer than necessary.
DISA conducts all screening activities in accordance with applicable law and follows processes designed to meet regulatory expectations.
Learn more about screening and privacy
Balancing effective screening with data privacy requirements can be challenging. Explore our white paper to learn more about the legal considerations, best practices, and key principles organisations should keep in mind when conducting pre-employment screening.
When is pre-employment screening appropriate?
Pre-employment screening is most relevant for roles where the level of responsibility, access, or risk requires additional due diligence.
Examples include:
- Senior leadership and executive roles
- Roles with access to financial resources or sensitive information
- Positions in regulated sectors, such as financial services, healthcare, and critical infrastructure
- Roles involving direct access to vulnerable groups, including patients, service users, and students
- Positions with significant external representation or public responsibility
- Candidates with an international career history, where domestic checks alone may not provide sufficient coverage
Determining which checks are appropriate for a particular role requires careful consideration of both risk and legal requirements.
Do you have questions?
How does the screening process work?
A well-structured screening process should be clear, consistent, and proportionate from the outset. At DISA, the process typically follows five key steps:
Step 1 – Candidate setup and screening scope
The client enters the candidate’s details in the DISA platform and selects the screening profile that best matches the role. Each profile is designed to align the scope of screening with the level of responsibility, access, and risk associated with the position. If guidance is needed, DISA’s screening specialists can advise on which profile is most appropriate.
Step 2 – Candidate invitation and information submission
The candidate receives an email invitation to the DISA platform, where they are asked to provide information and documentation relevant to the screening process. The submitted information is then used to verify the checks. To avoid misunderstandings and unnecessary delays, candidates should be informed about the background screening process early in the recruitment journey.
Step 3 – Checks are conducted
The candidate completes the screening process through DISA’s secure platform by providing the information and documentation required for verification. This could, for example, include uploading proof of identity and educational qualifications, or providing references who can verify previous employment and professional experience. DISA then carries out the agreed checks in line with the selected screening profile.
Step 4 – Reporting
Once the checks have been completed, DISA produces an objective report containing the verified findings. The results are presented factually, without interpretation or personal judgement. To ensure transparency, both the candidate and the employer receive access to the report at the same time.
Step 5 – Decision-making
The employer reviews the findings in the context of the role and its requirements before making a hiring decision. DISA does not make recommendations or hiring decisions—the purpose of the screening is to provide objective information that helps organisations better understand who they are hiring.
Frequently asked questions about pre-employment screening
Certain categories of personal data are legally protected and may not be processed during pre-employment screening unless there is an explicit legal basis for doing so. These include: ethnic or racial background, political opinions, religious or philosophical beliefs, trade union membership, genetic and biometric data, health information, and sexual orientation or gender identity. DISA never processes these data, even when they are publicly available.
The turnaround time for pre-employment screening depends on the scope and complexity of the checks. A standard screening package is typically completed within 3 to 5 business days. Checks for candidates with an extensive international career history may take longer due to the broader range of sources to be reviewed. DISA prioritises accuracy over speed.
In Sweden, pre-employment screening is most commonly used in financial services, healthcare, government, critical infrastructure and education. In some sectors, such as financial services, comprehensive screening is legally required. DISA has experience across all relevant sectors and advises on the appropriate scope per role.