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Employment candidate screening for a specific position is based on the sensitivity and classification defined by the job description. Thus, the thoroughness of the screening process should reflect the security of the position to be filled.

Employment candidate screening, background checks, reference checks, education verification, and security clearance validation are essential elements in proving that a candidate is adequate, qualified, and trustworthy for a secured position. Background checks include obtaining a candidate's work and educational history; checking references; verifying education; interviewing colleagues; checking police and government records for arrests or illegal activities; verifying identity through fingerprints, driver's license, and/or birth certificate; and holding a personal interview. Depending on the job position, this process could also include skill challenges, drug testing, credit checks, checking driving record, and personality testing/evaluation.

Performing online background checks and reviewing the social networking accounts of applicants has become standard practice for many organizations. If a potential employee has posted inappropriate materials online, then they are not as attractive a candidate as those who did not. A general picture of a person's attitude, intelligence, loyalty, common sense, diligence, honesty, respect, consistency, and adherence to social norms and/or corporate culture can be gleaned quickly by viewing a person's online identity. However, it is important to be fully aware of the legal restrictions against discrimination. Various countries have vastly different freedoms or limitations on background checks, especially criminal history research. Always confirm with the legal department before evaluating applicants for a job position.

During the initial applicant review process, the human resources (HR) staff are looking to confirm that a candidate is properly qualified for a job, but they are also on the lookout for issues that would disqualify the applicant.

Interviewing qualified applicants is the next filter to use to eliminate those who are not suited for the job or the organization. When conducting interviews, it is important to have a standardized interview process in order to treat each candidate fairly. Although some aspects of an interview are subjective and based on the interplay of personalities of the candidates and the interviewer, the decision whether or not to hire someone needs to be legally defensible.