Netherlands – Business services: law, marketing, consulting, recruitment, printing and security – Pre- en In- employmentscreening

HbR currently has 94 positions with a high to very high risk profile. A screening profile has been drawn up for all these positions (see Appendix 4). All other positions have a medium to low integrity risk profile, for which a standard screening profile will apply, consisting of: Integrity Declaration, ID check, Diploma and CV check, and Certificate of Conduct (VOG). The aim is to conduct pre-employment screening for these positions within the selection procedures. This screening is used to protect HbR against potential integrity risks and to create a safe culture within HbR. Screening must be structured differently depending on the position. Additionally, for positions with a high to very high integrity risk profile, certain screening components are repeated periodically. In-employment screening is also necessary when employees move from a position with a lower risk profile to a position with a high to very high risk profile. This applies to internal applications, succession planning, and placements resulting from organizational changes. Based on analysis of inflow and throughput over the past few years, HbR expects the following figures:
Pre-employment screening of internal employees:
Inflow “standard”: 125-140 per year
Inflow “high risk”: 20-25 per year
In-employment screening of internal employees: Throughput from “low” to “high risk”: 20-25 per year
Recurring screening “high risk”: 75-80 per year
Pre-employment screening of external employees (contracted via the Inhuurdesk):
Inflow “standard”: 100-150 per year
Inflow “high risk”: 0-5 per year