Pre-employment Screening in Logistics: What It Is and Why You Need It

Pre-employment screening is an investigation that an employer has conducted before a candidate actually starts work. The goal is to gain as complete a picture as possible of an applicant’s reliability, background, and integrity—going beyond just the resume and the job interview.

Contrary to what the name might sometimes suggest, PES is considerably more comprehensive than a simple “background check.” It combines multiple sources and checks to form a single, coherent risk profile of the candidate.

A thorough screening of job applicants typically consists of a combination of the following elements: verification of identity and credentials, review of employment history and checking references, acertificate of conduct, and—specifically for the logistics sector—a check of the Logistics Sector Warning Register (WLS). Depending on the position, this may also include a limited financial background check, as financial problems are sometimes associated with an increased risk of fraud.

In the transportation and logistics sector, the risks are slightly different from those in a typical office job. Examples include theft of cargo or fuel, the disclosure of route and cargo information to criminal networks outside the company, extortion, and fraud involving hours worked or mileage. The national guideline on pre-, during-, and post-employment screening therefore identifies transportation and logistics as a sector where this type of risk assessment is particularly relevant.

Not every position requires the same level of screening. A driver with access to high-value cargo requires a more comprehensive screening profile than an administrative employee without access to goods or money. Therefore, always choose the screening level in proportion to the risk associated with the position. This is also in line with the proportionality requirements set forth by the GDPR for the processing of personal data.

Start by determining a risk profile for each position: What access does the role have to goods, money, keys, or information? Next, routinely request a certificate of conduct with an appropriate screening profile. As a participant, consult the Logistics Sector Warning Register. Actively verify references from previous employers, rather than simply listing them on the resume. In addition, document your screening policy in writing, including how you inform applicants about this process and request their consent. This is required under the GDPR.

By combining these steps, you can build a screening process that goes beyond a single check and is specifically tailored to the risks of the logistics sector. Want to learn more about how the WLS plays a role in this? Read our article on exactly what the Logistics Sector Warning Registry entails.