For internal job changes in strategic and sensitive positions we perform an in-employment screening for you. We can also do this if internal signals exist about the malfunctioning of an employee.
What precisely is the difference between an In- and Pre-employment screening? The terms are self-explanatory, but below we will give you a few methods to see if an In-Employment Screening (IES) can add value to your organization. However, screening of existing employees is still heavily underexposed in the Netherlands. Where nowadays companies already make extensive use of the Pre-Employment Screening (PES), we must conclude that the In-Employment Screening is still used too little.
The procedure of an In-Employment Screening is equal to the procedure of the Pre-Employment Screening. However, the content of the IES can differ considerably from the content of the PES. For example, it is not required anymore to perform an identity check, the CV is also known to you, often you are the reference yourself and received education has already been checked on commencement of employment. Of course you are free to check all this again, because in the past it was not common yet to screen employees.
This new position often brings other risk factors along with it. Financial databases, a certificate of good conduct (VOG), a personal declaration of good conduct and open sources investigation are subjects you want to know of whether in the recent past changes have occurred that could possibly affect the appointment of the person in his or her new position. Of course you still want to be able to rely on the integrity of your employees.
- You provide information about the candidate (personal details, CV)
- We inform the candidate by email and/or SMS
- The candidate provides information
- Screening is carried out by us (between 1 to 20 days)
- You will receive a screening report after the screening
At Screenen.com a professional team of psychologists, investigation experts, interview specialists, criminologists and criminal investigation expertsoperate.
All our staff are qualified and have extensive experience in the field. They have worked for the police, judiciary, the Ministry of Interior, the Ministry of Defense and in the scientific world. Better than anyone they know the importance of honest and trustworthy staff and how they can screen this in a professional manner.
Every year they carry out no less than 1900 high quality screenings.
Of course all employees of Screenen.com are screened thoroughly as well.
During all screenings by Screenen.com the privacy of the candidate and the client is taken into account comprehensively.
All operations carried out by us are permitted by law. For the approaching of former employers and other references we ask permission from the candidate.
For the processing of personal information, we strictly adhere to the Data Protection Act and other relevant legislation.
A Certificate of Good Conduct (called “VOG” in the Netherlands) is often considered sufficient.
However, in practice these turn out to be easily provided. In 2014 703.860 Certificate of Good Conducts were requested, of which only 2,479 were rejected. This corresponds to only by 0.35% of all applications.
This is remarkably little, because Screenen.com has identified serious integrity risks in 2.4% of the tested applicants. None of these people had problems when applying for a Certificate of Good Conduct .
A Certificate of Good Conduct says something, but multiple sources are necessary to get more certainty about the behavior of the candidate in the past and predict his or her behavior in the future.
We often hear that companies and institutions screen future employees themselves. However, when we ask questions it appears that education and employment history are hardly checked. Reference checks are often omitted due to time constraints. And the times this check is done, often the questions that really matter are not asked. Most HR staff focus on the candidate’s skills, but often integrity issues remain neglected. Asking critical questions regarding the integrity is often experienced as difficult. One feels that this can harm a relationship of trust with the candidate, and therefore the necessary questions are often omitted.
Financial investigation is often omitted entirely, because it is difficult and feels uncomfortable. But be aware of the following: employees with financial problems report in sick more often, often work less efficiently and constitute an integrity risk to your organization.
A thorough online screening of candidates requires more than just checking Google and Facebook. The information found will have to be assessed correctly and searching in itself is elaborate and time-consuming.
Our process is designed as such that we scour the internet with specifically developed queries of approximately 700 negative keywords among others. This method saves time and proved very effective. Also, we use various degree registers and sources around the candidate, such as previous employers and other references.
In a free consultation we will tell you more about the structure and nature of our screenings and how they best fit your organization.
The costs of a pre-employment screening are determined on the basis of the effort that is necessary to be able to provide a thorough assessment of the reliability and integrity of the candidate, particularly the intended position and the accompanying risk factors.
A position with a limited risk profile can be achieved starting from 70 euros (excl. VAT).
A screening of an average risk profile costs between 250 and 450 euros.
The higher risk profile is dependent on the nature and sensitivity of the position. A higher screening starts at 500 euros, but broader and deeper investigations can go up to up to 2700 euros.
By agreement we compile a custom-made screening package which is geared to your desires, for a screening that fits the job profile.
Naturally, we ensure that with all our packages the costs are clear upfront, so there will be no surprises.
More and more employers check the background of the prospective employee before an employment contract is offered. The pre-employment screening can consist of one or more components which are considered to be of interest in the duties to be performed, depending on the desired job. Especially with positions leaning more on the integrity of the prospective employee (such as financial institutions or government) this is now part of the application process. Read more
For internal job changes in strategic and sensitive positions we perform an in-employment screening for you. We can also do this if internal signals exist about the malfunctioning of an employee. Read more
If your employee decides to work for another company, we will investigate as part of the post-employment screening, whether he does not take along with him any secret information, customers or property. Read more
Screenen.com is part of LeventGroup
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