What you receive
Deliverables
- Role-based screening scope — what to check for which roles, and why
- Process guidance and confidential handling of screening information
- Plain-language consent and data subject authorisation forms
- Documented access controls and a retention schedule with a deletion point
- Process design that is defensible under the DPA 2020
Is this right for you?
- HR and hiring managers filling sensitive or high-trust roles
- Organisations whose screening process pre-dates the DPA 2020
- Finance, cash-handling, logistics and other roles with elevated insider risk
- Organisations that need a consistent, documented screening standard
How it works
Our approach
1
Define scope
We agree which roles need screening and what level of check is proportionate for each.
2
Design the process
We set out consent, handling, access and retention so the process is consistent and defensible.
3
Support and review
We support screening confidentially and help you review the process as roles and requirements change.
Common questions
Frequently asked questions
Does the DPA 2020 stop us from screening candidates?
No. It requires you to explain in writing why you are screening, get informed consent, protect sensitive data and keep it no longer than necessary.
Can screening slow down hiring?
A well-designed process should not. The goal is to make your existing process defensible and consistent, not longer.
Should existing staff be re-screened?
Sometimes — for example when someone moves into a high-trust role. We can help you set a proportionate policy.
Where this applies