Recruitment with pre-employment screening software
Trusted by 2600+ organisations:
What is a pre employment background check?
What does a pre employment background check show?
Benefits of a pre-employment screening
Pre employment screening supports faster and safer recruitment decisions. It helps you confirm that the information shared by a candidate is accurate and complete, while also reducing the chance of unexpected risks after onboarding. By working with a structured screening process, your HR-team improves consistency across hires, avoids unnecessary delays and builds trust in the recruitment workflow. With the right tools in place, screening becomes an efficient step in the hiring journey, without creating friction for candidates.
A better way to do pre employment background checks
Our checks are designed under strict data privacy to streamline the hiring process and give your candidates a great user experience. Speed up your hiring process, identify red flags and give candidates an enjoyable user experience with the automated pre-employment screening checks of Pescheck®.
Be able to hire faster
Your HR department can save a lot of time with pre-employment screening including quick turnaround times. Slow down the time of placement and forget the time-consuming process of searching for endless information about the background of candidates.
No falsehoods
Pescheck offers pre-employment screening software that helps businesses conduct pre-employment background checks and screenings. The pre employment software is designed to streamline the process of conducting background checks, making it faster and easier for organisations to find the information they need.
Reduce hiring risks
Making the wrong hiring decision can be costly, not just financially, but also in terms of team morale and productivity. Pre-employment screening helps you identify potential concerns early, allowing you to build a reliable workforce. Studies show that thorough vetting during recruitment significantly reduces turnover and associated rehiring costs.
Why use our pre employment screening software
Seamless integration with existing HR systems
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Mark D. In review 
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Tom B. Cleared Types of pre employment screenings
Pre-employment screening encompasses various checks tailored to your hiring needs, from identity verification to professional reference checks. Pescheck streamlines these processes with automated solutions. It also reduces placement delays while maintaining thorough candidate evaluation. Our team helps you select the most relevant screenings for each role, for example a global background check, ensuring compliance and efficiency.
Insolvency check
Check if a candidate is in a bankruptcy or insolvency register.
Learn moreIntegrity Check
A series of questions regarding the candidate's integrity.
Learn moreCredit Check
Get global insights into the financial situations of candidates
Learn moreID Check
Automated ID Checker verifies over 31,000 global identity documents
Learn moreDiploma Check
Find out whether your candidate has his/her qualification or certificates
Learn moreDutch Criminal Record (VOG)
A declaration of conduct (VOG) showing that past behavior poses no objection.
Learn moreHow pre-employment screening works
Create Account
Set up your secure account with Pescheck to begin your screening journey.
Create Packages
Design screening packages tailored to your specific needs with Pescheck's flexible tools.
Start screening
Start your first screening quickly and easily with Pescheck's user-friendly platform.
Ready to transform your screening process? Join thousands of companies who trust Pescheck for fast, reliable pre-employment checks.
Treat others as you would like to be treated yourself.
Software company TalentExcellence selects Pescheck for employee screening. The company benefits from speed and reliability.
Dagmar Heberlé
Office Manager, TalentExcellence
What can employers legally screen in the EU?
Pre-employment screening is lawful across the EU, but the GDPR sets the boundaries and national employment law narrows them further. Three things have to hold: you have a valid legal basis, the checks are proportionate to the role, and you tell the candidate before you start. Most employers rely on legitimate interest or a legal obligation. Consent is a weak basis in hiring, because a candidate is rarely in a position to refuse freely, and regulators treat it that way.
Proportionality is where screening programmes usually go wrong. Screen for what the role justifies, not for what the vendor can technically deliver. A finance lead with payment authority warrants a different set of checks than a marketing intern. Write down which checks apply to which role group and why. That document is exactly what a data protection authority asks for when a candidate complains.
If you hire across borders, assume the rules change at every border. What is routine in one country can be prohibited in the next, so the same package cannot simply be applied everywhere.
Generally permitted
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Identity and validity of the identity document
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Education and qualifications, verified with the awarding institution
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Employment history and job titles with previous employers
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References, using questions agreed in advance
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Criminal record checks, through the official national procedure
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Entries in public professional registers
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PEP and sanctions lists for integrity-sensitive roles
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Credit checks, only where the role carries financial responsibility
Prohibited or tightly restricted
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Health data, sickness absence and medical history
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Religion or philosophical belief
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Political opinions and trade union membership
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Racial or ethnic origin
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Sexual orientation
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Genetic and biometric data used to identify someone
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Criminal record data held directly by the employer
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Private life and social media without a role-related reason
The last two need explaining. Article 9 GDPR makes the special categories prohibited by default, with narrow exceptions. Article 10 GDPR restricts criminal conviction data to processing under official authority or a specific legal basis, which is why most EU countries route it through a state-issued certificate: the authority assesses the record and the employer only receives an outcome. You do not get to see the underlying offence, and that is deliberate.
When is screening a legal requirement?
For most roles screening is a business decision rather than a legal one. In some sectors it is a condition of being allowed to do the work at all, and you need to be able to evidence that you carried it out.
- Financial services
EU and national rules require regulated firms to assess the fitness and propriety of staff in key and integrity-sensitive functions before they take up the role. In most jurisdictions the obligation extends to contractors and seconded staff, not just employees.
- Healthcare
Providers typically carry a duty to satisfy themselves that a practitioner is fit to deliver care, verified against the national professional register and a criminal record certificate where required.
- Work with children and vulnerable people
Most member states require an enhanced criminal record certificate that reveals relevant offences below the normal disclosure threshold, and several operate continuous monitoring after the hire rather than a one-off check.
- Aviation, security and transport
Access to restricted areas and licensed security work depend on a background check completed by the competent authority. Without a positive decision the person cannot start.
What does pre-employment screening cost?
Government-issued certificates have fixed fees set by each country and are usually the smallest line item. A Dutch VOG is EUR 33,85 digitally, a German Führungszeugnis is EUR 13. Cross-border checks cost more, because some jurisdictions still require manual retrieval, notarisation or a sworn translation.
The cost that rarely appears in a business case is your team's time. Chasing universities for transcripts, reaching referees across time zones and tracking who is waiting on what is routinely more expensive than the checks themselves, and it scales with headcount. That is where automation pays for itself.
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Frequently asked questions about pre employment screening
This completely depends on the type of pre-employment screening check. Pre employment checks usually are completed within minutes up to one week. This process involves checks like applicant's criminal history, education, references, ID and employment history.
Pre-employment checks are not mandatory by law in most countries, but they are highly recommended and often required by company policy. Certain industries, such as finance, healthcare, and government, may have specific regulatory requirements that make background checks necessary. Implementing pre-employment screening helps organisations mitigate risks, ensure workplace safety, and make informed hiring decisions.
The answer may vary depending on the nature of the job and the level of risk involved. For example, a position that involves handling sensitive information or working with vulnerable populations may warrant a more extensive check than a position with low risks. In general, most pre employment background checks will go back at least seven years. This time frame allows employers to get a sense of an applicant's past behavior and whether there are any red flags that should be considered.
Here are some examples of time frames Pescheck conducts:
- Reference / CV: 5 - 10 years
- Criminal Record: Depends on country
- Diploma: Achieved or not achieved
- Pep and sanction check: Current status
A credit check is one type of pre-employment screening that can be used, but this is not always the case. Credit checks can provide employers with valuable information about a candidate's financial history and responsibility, that's why financial organisations or financial roles are likely to credit check employees.
While a CV check is not always part of pre-employment screening, it is becoming more common, especially for positions that require financial responsibility or handling of sensitive information. A CV check helps your organisation to assess an applicant's level of experience and to determine whether the applicant is likely to be a good fit for the position.
Pre-employment screening varies depending on the specific requirements of the employer and the position being applied for. Common types of information that may be included in a background check can include identity verification, criminal history, employment history, education verification and reference checks. Other types of checks, such as credit history may also be included depending on the nature of the position.
Pre employment checks are legal in many countries when conducted properly. Employers must follow applicable laws and regulations, including privacy and data protection requirements such as the GDPR. This typically means having a valid reason for screening, being transparent with candidates and processing personal data securely and responsibly.
