The differences between each type of check for pre-employment screening

There are many types of checks for pre-employment screening. Depending on the job position, applicants are going under certain checks. Sometimes these are one or two checks but, sometimes, the screening can be more complex. Imagine, you are the employer, and you would like to hire a new employee. You want to make sure that the applicant has the qualifications you are searching for and has, for example, no criminal records from the past. Or another case: you would like to hire a marketeer. Besides having proof of the candidate’s skills and experience, it can be helpful to verify this experience with previous employers. 

It is easy to be confused about what kind of check you should do as an employer and what kind of check you have to go through and why as the job applicant. This is mostly situational and role-based. And exactly this is the reason why we will explain and teach the differences between the checks in this article.

Criminal Record Check

By thoroughly screening the candidate’s past for criminal record(s), you are in control of hiring individuals with convictions for, for example, actions such as fraud or theft. You also significantly reduce the probability of hiring someone with a history of behaving in a threatening or violent way.

ID Verification

ID Verification is an authentication process that verifies the identity of the candidate and the authenticity of the document holder. ID Verifications by PESCHECK are processed on ID data from 196 countries. This check is the basis for every check for the onboarding process of new employees. Once you hire a person, the first document you ask for is the ID or passport. Furthermore, the ID check is important for conducting a background screening. Most of the information of the candidate that will be used for the screening is the information provided on their document. 

Integrity Statement 

The Integrity Statement consists of questions regarding the integrity of the candidate. The Statement includes the five principles which form the basis of integrity: honesty, scrupulousness, transparency, independence and responsibility. The questions shall be answered and signed by the person concerned. This makes it a legal document. In case of legal proceedings, this document will confirm or deny the honesty of the person

Qualification Check

The aim of the qualification check is to verify the diplomas/degrees from the candidate provided in their resume. This check is focused on checking the completion of a degree. For example, a Master degree at a University. This check can also involve the verification of the other certifications, think of the IELTS, Cambridge certificates and many more. PESCHECK verifies diplomas and certificates from all over the world. Imagine a doctor who has been hired in a hospital with a fake diploma. This will not only damage the reputation but also harm the patients of the clinic.

Work Reference (Resume Check)

With this screening, you can verify that the candidate has worked at a specific company, in a specific period and in a specific position. This check is based on the information a candidate provided in their CV. The screener collects the confirmation of employment from the previous employer(s) which a candidate listed in the resume and compares it to the information in the resume. The work reference check is usually conducted by contacting (phone or email) a previous employer of a candidate/employee. 

Check International PEP, Sanction- and Watchlists 

This check allows employers to see whether the candidate is in the sanction lists of different countries or is a Politically Exposed Person (PEP). This check is important to conduct, not only for the candidates who will have access to critical business information or high-risk scenarios but also for the lower positions. It will show that your company stands for integrity and transparency. To conduct this screening, PESCHECK requests information about the person from 800 international databases.

Online presence, Google Check 

This check gives an overview of the international online presence of a person with associated negative topics or cases. It includes the online public footprint of persons like their web exposure, By conducting this check, you protect yourself from reputation damage. PESCHECK performs this check in combination with the technology from our partner Web-IQ. The software from Web-IQ automates the online search in screenings of persons and organizations. Through filtering, reduces false positives and categorizes all results in order to return specific, relevant and actionable information.

Data Check

The Data Check gives an overall overview of the candidate’s previous and/or current addresses of registration. It also shows the records of current and pre-owned real estate, company ownership or involvement is also checked.

Driving Licence Check

This check proofs whether the Driving Licence of the candidate is valid or not (NL only).

Credit Check 

With the Credit Check, PESCHECK investigates information regarding the candidate’s creditworthiness and solvency. The check is conformed to international regulations such as the General Data Protection Regulation (GDPR). Add more

The Letter of Consent 

The Letter of Consent is not a check, but it is a very important document. By signing this document, a candidate/employee agrees to go under the screening process. The Letter of Consent also ensures that the candidate has an initial and ongoing understanding of the research

It is important to define which checks are important for the job position. There are certain checks which are not allowed to be performed on job applicants or employees. We described it in our previous blog

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