Q: Do you offer different levels of screening?
Q: Can you tailor screenings to client’s requirements?
Q: Is it necessary for an individual to provide their consent before they are screened
Q: Does screening comply with the Data Protection Act?
Q: Don’t employment agencies check their candidates?
Q: Why choose Creative HR?
Q: Why should we screen applicants prior to employment?
Q: How does the process work?
Q: How do I get started?
Q: How long does it take to conduct a screen?
Q: Will candidates object to a third party handling their personal information?
Q: Why not keep the process in house?
Q: When should references be sought?

Q: Do you offer different levels of screening?

A: Yes, we offer three generic screening levels, however in the first instance we offer a complimentary initial consultation with our clients to ascertain the correct level of screening required for their employees, as a result we create a completely bespoke service based on the client needs.

Q: Can you tailor screenings to client’s requirements?

A: Yes, as mentioned above we offer a completely bespoke service to accommodate our client’s needs.

Q: Is it necessary for an individual to provide their consent before they are screened?

A: We operate with the full knowledge and consent of all parties which means that we do require an individuals consent before they are screened.

Q: Does screening comply with the Data Protection Act?

A: Yes it is our policy to always operate within the law and screening is perfectly legal as long as it conducted properly and responsibly; the person being screened must always consent to the process.

Q: Don’t employment agencies check their candidates?

A: The majority of employment agencies make some limited checks, however the depth of these may vary vastly. The full background and validity may not be sought, giving only a surface view of the employee/ candidate, leaving liability for the honesty and integrity of the employee with the employer.

Q: Why choose Creative HR?

A: Creative HR provides reports at a fixed cost, with fast turnaround times and concise easy to read reports which highlight the vital information; adverse findings are reported immediately. We have over 15 years experience in the field and we pride ourselves in putting our Clients first.

Q: Why should we screen applicants prior to employment?

A: Pre-employment screening promotes a safe and profitable workplace.
It is an effective risk management tool that has been proven to significantly reduce the risk of a bad hire.


Q: How does the process work?

A: Our process is designed to integrate seamlessly into your hiring process. Your Candidates are asked to complete our application/screening form (this form is provided by Creative HR, and can be branded with your company logo) the last page of the application form is a Declaration of Consent to be signed by the Candidate. Once we receive this form and ideally the candidates CV our researchers will carry out the relevant checks and write their findings in a concise report. The report with supporting documentation is dispatched to you by mail or/and email. The process takes on average 5/6 working days, any adverse information is reported immediately.

Q: How do I get started?

A: That’s easy, just contact us to arrange a free consultation either by phone on: 01883 713141 or email us

Q: How long does it take to conduct a screen?

A: We quote 10 working days in our Service Level Agreement, but we treat each case as a matter of urgency, our current turnaround times are 5 to 7 days. Any negative results or comments are communicated to the client immediately.

Q: Will candidates object to a third party handling their personal information?

A: Most candidates appreciate the benefits of keeping the screening process and their personal information separate form their future employers. Outsourcing the service assures a new employee that their confidential information is not obtained by others in the firm.


Q: Why not keep the process in house?

A: Pre-employment screening is an intermittent, time consuming and a detailed task that requires highly specialised knowledge and resources. It is also subject to numerous legal regulations. Most firms find undertaking screening in house an inefficient use of their time and resources.

The scale of our operation enables us to subscribe to databases and other information sources which many employers would find uneconomic. Our full time staff are always there to answer enquiries and process any urgent requests. These resources make our service fast, comprehensive and accurate.

Many HR professionals prefer a new employee to go through a pre-employment check undertaken by an outside organisation rather than the firm itself.


Q:When should references be sought?

Employment references are usually sought after the applicant has been given a conditional offer of employment. Any provisional offer of employment should state that the offer is subject to the receipt of references that are considered satisfactory by the employer. In order to avoid discrimination all candidates should be treated in the same way. If any discrepancies are highlighted between the CV / interview and the results of the reference, candidates should be given the opportunity to explain them