What is pre-employment screening?

In short: Pre-employment screening is the standard set of checks run before a candidate joins. It verifies identity, work history, qualifications, and (where relevant) criminal record. Most automated checks finish in under two hours.

What it usually includes

A typical pre-employment package contains:

• Identity verification, confirming the candidate is who they say
• Right-to-work check, confirming they can legally work in the country
• Employment history, confirming dates and roles at previous employers within the relevant lookback period
• Qualification verification, confirming relevant degrees, diplomas, or certifications
• Criminal record check, e.g. a VOG in the Netherlands
• One or two references, talking to former managers about performance

The exact mix depends on the role. A graphic designer needs less than a financial controller.

How long it takes

Automated-only packages (no references, no international components) finish fastest. Adding references and international components extends the turnaround.

See how long a screening takes for more.

Why organisations run it

Three main reasons:

1. Risk reduction: bad hires are expensive. Pre-employment screening catches the most common red flags before any offer is finalised.
2. Compliance: some sectors (healthcare, finance, government, aviation) legally require screening before someone can start
3. Brand protection: a verified team builds customer and partner trust

How it differs from in-employment screening

In-employment screening is the same set of checks, run on someone who already works at the organisation. It is typically done when:

• A role changes (e.g. someone moves into a regulated function)
• A regulator requires periodic re-screening
• An incident triggers a review of existing staff

The mechanics are the same, only the timing differs.