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Pre-employment and in-employment screening: unnecessary paranoia or a necessary evil?


By now, we all agree that pre-employment* screening isn’t a case of unnecessary paranoia and even that in-employment* screening isn’t. 

Although it is practically standard in the financial and pharmaceutical sector, it doesn’t seem so matter-of-fact in the food sector. Besides a barrier against fraud and industrial espionage, we also recognise a Food Defense aspect in it.

* : read further

The 3 tips!


Perform a background check (or have one preformed)

During a pre-employment screening, you search forbackground information on a candidate employee. Some of the things you’re looking for are “gaps” in a CV, you check the validity of diplomas, you contact references and you ‘question’ your open sources. Elements that don’t match the information in a CV, act as indicators that require further investigation. 

During an in-employment screening, the “whereabouts” of employees during their career within the company is examined. 

But beware, you can’t just do whatever you like, there are legal limitations to an employer’s freedom when it comes to such investigations.


Have a Conversation

Contradictions or any uncertainties that come to light, can be clarified in a conversation with the person involved. During this conversation, certain elements can be discussed and they can contribute to taking decisions on recruitment, prolonging a contract etcetera.


Require the same from your interims and subcontractors

Discuss the same inhibiting actions in the field of “security” with your subcontractors. Draw up clear agreements on the company’s expectations of employees who are hired through subcontractors.


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