Screen candidates for the roles that demand it
Some roles carry obligations: handling client money, working in a regulated firm, holding a position of trust. Pre-employment screening confirms who the candidate is, takes a proportionate credit view where the role requires it, and screens against sanctions and PEP lists, with a record you can stand behind.
The job
A bad hire into a sensitive role is expensive and sometimes dangerous: fraud, a regulatory breach, a reputational hit. Screening is how a firm shows it took reasonable care before placing someone in that seat.
It is usually a volume exercise, run across many candidates on a deadline, which makes a manual process slow and inconsistent. And whatever you check, you need to evidence it, because the value of screening is as much in the audit trail as in the result.
The job is to screen each candidate to the standard the role demands, consistently and at volume, and to keep a clean record of what was checked and what it found.
The product mix
Checks sized to the role, run at volume.
Confirm the candidate is who they say they are, for every role.
Where the role justifies it, a soft credit view without a footprint that affects the candidate's score.
Screen against sanctions and PEP lists for regulated and security-sensitive roles.
Footprint and permissible purpose
Where a role justifies a credit view, use a soft (quotation) search so screening a candidate does not affect the score of someone who may not get the job. Identity and screening are not credit searches.
Employment screening needs a lawful basis and must be proportionate to the role. The onboarding sets up the permissible purpose, and the checks you run should match what the role actually requires.
What it looks like through Credit Canary
Candidates are put through one flow: CallValidate confirms identity, a soft CallReport gives a credit view where the role warrants it, and PEPs and Sanctions screens for the roles that require it. Each result is recorded, so the audit trail builds itself.
One integration handles the volume at a better rate than per-check buying, and keeps the standard consistent across every candidate.
Getting access
The credit and identity data behind this job is available for a permissible purpose, and you need to be approved for the purpose that fits this use. We set the onboarding up once, so one approval covers the checks here and the rest of Credit Canary.
Credit and identity data is only available for a permissible purpose, and you need to be approved for that purpose before you can use it. We handle the integration and the onboarding once, so a single approval covers credit, identity, affordability and open banking together.
- 1Due diligenceWe run due diligence on you and submit the application to TransUnion.
- 2ApprovalTransUnion approve it and give the authority to contract.
- 3ContractWe issue your contract and pass it to TransUnion.
- 4KeysTransUnion issue your unique keys.
- 5LiveYou go live, and billing starts.
The reason to take TransUnion data through Credit Canary is a better rate, on one integration that also gives you open banking, decisioning and payments.
Related
Employee vetting: FAQs
Not if you use a soft (quotation) search for any credit view, which is the right choice when the candidate may not be hired.
No. Keep the checks proportionate to the role. Many roles need identity and screening only; a credit view is for roles that justify it.
Each check is recorded, so you keep an audit trail of what was run on each candidate and what it returned.
Yes. It is built to run the same checks consistently across many candidates on one integration.
Screen to the standard each role demands
Tell us the roles you screen for, and we will quote identity, credit and screening on one integration, at a better rate.