Transparent screening makes for better matches
Job seekers are increasingly likely to undergo pre-employment screening such as a criminal record check. The big question is what tools are used and how is the information acquired assessed?
Thanks to a contribution from LUF, criminologist Ard Barends is conducting exploratory research on pre-employment screening in the labour market.
Anyone wanting to become a teacher, childminder or taxi driver has to present a Certificate of Conduct (VOG) to their employer to prove they do not have a criminal record. The VOG is one of the tools used in the Netherlands to screen job seekers. But there are other screening methods: from verifying candidates’ credentials to looking at their social media. Screening is becoming more common and extensive but scientific knowledge about it is lacking. Ard Barends and his colleague Elina van ’t Zand therefore want to identify screening procedures and their advantages and disadvantages.
Blind spot
A scientific study of screening like this has never been conducted before. ‘There are all sorts of screening tools but we do not really know which ones are used in the Netherlands and how’, says Barends. ‘We will interview employers, screening authorities, commercial screening businesses and ask them which tools they use, how they evaluate these and how they assess the resulting information. We will also ask why employers screen and whether they do so more often. What is the effect and what dilemmas do they face?’
‘What does wrongdoing in someone’s past say about their abilities and work ethic?’
One of the dilemmas of screening is the risk of stigmatisation. ‘It is difficult to determine how effective screening is because there is no data to compare it with’, Barends explains. ‘What does wrongdoing in someone’s past say about their abilities and work ethic? You never know how the person would have behaved if you had hired them.’
Better picture
A better picture of screening processes will benefit employers and job seekers alike. ‘We know from previous research that a small group of people do not apply for a job if the vacancy states that candidates will be screened’, Barends explains. ‘Some of these have something on their record, so stating they will be screened may already be effective. For others, it acts as a deterrent because they probably have the wrong idea of screening. It is not that you cannot find work anywhere after a minor offence. A better idea of what screening is and how it works will mean companies are less likely to miss out on suitable candidates.’
Guide
Although the exploratory research is not quite complete, Barends is already working on its practical application. ‘We are working with Justis, the government screening authority, on a screening guide, he says. ‘This will be used as a textbook for professionals involved in screening.’ And he is ready to start new research. ‘I received a starters grant from the university for follow-up research’, he says. ‘I would never have applied for that without this exploratory research, so this grant has been a fantastic first step.’
With our donors’ help, LUF supports innovative and impactful projects by talented, often young researchers, such as Dr Ard Barends. We award grants each year to research and teaching projects in various disciplines.