For a more secure recruitment process
Why do a background check?
Background checks provide a way for both the candidate and
employer to feel secure during the recruitment process.
How we work with background checks
When we carry out background checks, we verify facts from sources that are open and available to the public, as well as from information submitted by the candidate. References and driving license permissions are typical examples of the kinds of information we verify. The resulting ToFindOut report, together with the customer’s own recruiting and decision making process, serves as a high quality basis for sound and informed decision making. Altogether creating the conditions needed for long-term collaboration between the employer and candidate.
Every report can be tailored to the need for history and number of sources, and is supplemented with specific research related to the scope of the role. However, one shouldn’t try to find out everything just because one can. That is our starting point. The role a person is applying for and the actual needs of your company are the only factors governing what level of background check we choose to perform.
Why choose ToFindOut?
Employers choose ToFindOut to get a simple solution to a complex routine. These are the three factors our customers appreciate the most.
The candidate experience is important, and our approach includes the candidate throughout the entire background check process. We comply with all General Data Protection Regulation (GDPR) requirements, and always require written permission from the candidate before starting an assignment. The applicant has access to a personal web portal where they can handle their consent, and access information about when the report is complete, their own report copy, as well as have the possibility to revoke previously submitted consent, and more.
We know GDPR, and our background check processes are adapted to the regulation in a way that everyone can understand. No hocus-pocus. ToFindOut verifies facts from sources that are open and available to the public, as well as from information submitted by the candidate. We request information from original sources. Should the candidate nevertheless discover an error in the report, we check directly with the source and make any needed corrections. All personal data we handle is deleted following delivery, and is treated with the upmost care in our work routines. Our qualified researchers work methodically with each source of information to ensure quality and are accountable for their work in each customer assignment. Our reports do not contain any recommendations for our customers.
As a customer, you have your own account in our web portal where you can manage all orders to and from us. This means your personal information is handled in a safe and secure manner, and enables us to provide maximum service. Templates and other tools are also available in the web portal. The ToFindOut report, together with your own recruiting and decision making process, serves as a high quality basis for sound and informed decision making. Altogether creating the conditions needed for long-term collaboration between the employer and candidate.
Questions or concerns?
Employers and those undergoing background checks often have questions. Something we think is completely natural, considering there are so many misconceptions about background checks.
All information is collected and requested via open sources accessible to the public. The information we get hold of is information that anyone can can hold of—in other words, there are no secrets. We don’t have access to some secret database or hide in the bushes spying on people.
Yes, there is information we cannot retrieve, even if it is held by authorities. For example, the social insurance office or police. Keep in mind that much of the information one can get hold of can be discriminatory in nature and may not be used as part of your recruitment decision. ToFindOut reports exclude all discriminatory information.
A criminal record is exactly what it sounds like: A record of the possible crimes you yourself are convicted of. Our part of the report that deals with legal matters is a check with the courts where so much more than crime exists.
It might seem like it would be easiest to simply look over a list stating what’s ok, and what’s not. But it’s not so simple. What we do know is that different employers come to very different conclusions and that, in most cases, they would rather give the benefit of the doubt. Determining factors may include repeated behaviors, how much time has passed since things happened, how old one was or whether it’s even relevant to the job. In the end, the primary determinant is the dialogue that takes place with the candidate about what is presented in the report.
Besides the obvious reason of letting an expert take care of it, there’s something valuable in the nature of an outsider which allows them to be much better at remaining neutral to the contents of a report and not just see what they want to see.
“It felt serious with a background check. I had no problems with it since I got to first approve the check myself, and found out exactly what was being checked.”
MARIA DAHLBERG – CONSULTANT, ENTERCARD AT TNG