Background check
is pre-employment verification of a candidate’s history — identity, education, employment, and where lawful, criminal or credit records. Europe restricts checks to role-relevant, proportionate inquiries under GDPR; other regions allow more, and some mandate specific checks for regulated roles.
What is checkable — and what is not
Identity, right-to-work, education and past employment verify almost everywhere with consent. Criminal-record access is the divider: some states allow candidate-provided certificates for defined roles (financial services, children), while blanket criminal checks are unlawful in much of Europe. Credit checks are similarly role-limited. Social-media screening sits under general data-protection rules — documented, proportionate or absent.
Run checks through the legal employer with candidate consent, before start where required (regulated sectors) and store outcomes minimally. See GDPR in employment.
FAQ
Can we run one global background-check standard?
A global floor works (identity, right-to-work, employment history); the ceiling is local. A US-style full-scope check applied in Germany or France violates data-protection and labour rules. Programmes define a core plus country add-ons for regulated roles.
When in the process may checks run?
Generally post-offer or late-stage with informed consent; some checks (right-to-work) must complete before day one, and regulated sectors may require completion pre-start. Blanket early screening of applicant pools is the pattern regulators punish.