14 October, 2025
1. Identity - is the candidate who they say they are?
A first step is to ensure the candidate's identity. False or manipulated data is more common than many realise, and can lead to serious consequences when a salesperson gains access to customer lists, contracts and business-critical systems. With DISA's ID checks, you can be confident that you are hiring the right person.
2. Reference checking - the candidate's working style in practice
Verifying previous employers and talking to references is a key part of the recruitment process. For salespeople, this is particularly important, as performance, work ethic and customer service are not always apparent from a CV. A structured reference check through DISA gives you insights into a candidate's strengths, weaknesses and interpersonal skills.
3. Credit check - financial stability and trust
Salespeople often manage contracts, budgets and revenue streams. A credit check can give the employer a picture of the candidate's financial situation and any risk factors. It is not about excluding candidates with isolated payment defaults, but about making a proportionate assessment of risk in relation to the responsibilities of the position.
4. Criminal record checks - protecting customers and brand
Customers place their trust in you when they do business with your sales organisation. If a newly hired salesperson is later found to have a criminal history that affects their credibility, it can damage both customer relationships and the brand. A background check against criminal records, in accordance with current legislation, gives employers a more secure basis for making decisions.
5. Education - verify credentials
Sales is very much about relationships and skills. But sometimes the job requires specific training or industry knowledge, for example in pharmaceutical, financial or technical sales. False or exaggerated educational credentials do occur - and can have consequences if not detected. DISA's education verification ensures that a candidate's background matches reality.
What does it cost to recruit a salesperson?
The cost of recruiting a salesperson is not just about salary. It also involves investment in onboarding, training and the time it takes for the salesperson to start delivering results. If the recruitment goes wrong, the cost can quickly grow to several hundred thousand kronor. A background check is a small investment compared to what a wrong recruitment can cost - both financially and in lost trust.
DISA - a reliable partner in the recruitment of salespeople
DISA is a one-stop shop for background checks worldwide. We help employers verify candidates' identities, credentials and backgrounds quickly and with legal certainty. Our reports are delivered within 1-3 days, giving employers the confidence they need to make the right decisions - without unnecessary delays in the recruitment process.
Want to know more about how we can help you avoid recruitment mistakes and create a safe introduction for your next salesperson? Contact DISA here.