Use cases by sector
From fraud risk to certainty — discover how organisations across different sectors use integrity screening
No sector is immune to economic crime. But the risks differ: where the financial sector faces bribery and compliance challenges, healthcare deals with substance abuse and retail with internal theft. Interscreening adapts accordingly.
Two moments to screen
Integrity screening is not only for new hires. You use the same instrument at recruitment and periodically with your existing staff.
At recruitment
Screen candidates before they start — an objective, evidence-based step in your selection process, alongside CV, interview and references.
Periodically with existing staff
Re-screen current employees periodically or when they move into a position of trust. Integrity is not a one-off snapshot — risks change with role, pressure and circumstances.
Relevance by role
Which sectors and risks matter most for your responsibility?
HR managers
Compliance in recruitment, objective selection, demonstrable due diligence. Relevant: Financial, Healthcare, Transport.
Directors & board
Fraud prevention, oversight and accountability to the board or regulators. Relevant: Financial, Healthcare, Retail.
Owners & SMB
Risk reduction without an HR department. One bad hire can be critical. Relevant: Retail, Transport, ICT.
Security & risk
Insider threat, GDPR & ISO 27001 alignment. Integrity as a control in your risk framework. Relevant: Financial, ICT, Healthcare.
Financial Sector
Relevant for: HR Directors Security
Financial institutions operate in an environment of high compliance pressure. Employees have access to sensitive client data, confidential transactions, and substantial financial flows. The risks of bribery, fraud, and unauthorised information sharing are considerable — and the consequences of integrity incidents range from fines to reputational damage.
With Interscreening: The psychologically grounded interview objectively maps integrity risks before appointment. Candidates are screened for fraud resilience, loyalty, and regulatory compliance. Social desirability detection prevents candidates from presenting themselves more favourably than they are.
Result
Reduction in incident reports, greater trust from regulators, and a crucial instrument for compliance with increasingly stringent regulations around personnel selection in the financial sector.
Healthcare
Relevant for: HR Directors Security
The healthcare sector is under pressure: incidents involving medication management, substance abuse among staff, and boundary-crossing behaviour pose a direct risk to patient safety. Traditional selection interviews often lack the depth to identify such risks early on.
With Interscreening: Candidates are screened for drug and alcohol susceptibility, reliability in medication management, and professional boundaries. The healthcare-specific integrity screening identifies risk profiles that go unnoticed in standard recruitment procedures.
Result
Reduction in medication errors, fewer incidents related to substance abuse, and greater confidence in patient safety among patients, families, and regulators.
Retail
Relevant for: Directors Owners
Internal theft is one of the biggest losses in the retail sector. The damage per location easily runs into tens of thousands of euros per year. Job interviews offer little protection: candidates prone to theft give socially desirable answers that are difficult to see through.
With Interscreening: Candidates are tested for theft susceptibility, loyalty, and integrity awareness. The built-in social desirability detection unmasks candidates who present themselves more favourably than they are. Risk profiles are identified before appointment.
Result
Internal theft incidents dropped by nearly half within six months of implementation. Less shrinkage, lower turnover, and a more reliable team on the shop floor.
Transport & Logistics
In the transport and logistics sector, alcohol and drug risks among drivers and operational staff pose direct dangers to road safety. On international routes, oversight is limited and the consequences of incidents are severe — for employees, other road users, and the company's reputation.
With Interscreening: Candidates are screened for alcohol and drug susceptibility, risk behaviour, and sense of responsibility. Only candidates with a low-risk profile pass the selection. Response time analysis also detects whether answers are honest or rehearsed.
Result
Significant reduction in road incidents, lower insurance costs, and a strengthened reputation among clients and contractors who regard safety as a core value.
Technology & ICT
The technology sector faces high staff turnover and IP risks. Employees who quickly move to competitors take knowledge, client relationships, and sometimes intellectual property with them. The costs of turnover — recruitment, onboarding, lost productivity — are considerable.
With Interscreening: Candidates are screened for loyalty, entrepreneurial susceptibility, and organisational commitment. The screening helps to better assess which candidates will contribute in the long term, and which pose an elevated flight risk.
Result
Staff turnover decreased by 30%, leading to greater team stability, higher productivity, and lower recruitment costs. Employees stay longer and build more sustainable expertise.
Do you recognise these challenges in your sector?
Schedule a personal demo and discover how Interscreening can reduce integrity risks in your organisation.