{"id":3273,"date":"2025-04-01T08:02:37","date_gmt":"2025-04-01T08:02:37","guid":{"rendered":"https:\/\/www.dantespsychology.com\/?p=3273"},"modified":"2025-04-07T22:05:52","modified_gmt":"2025-04-07T22:05:52","slug":"waarom-screenen-we-nog-niet-op-risico","status":"publish","type":"post","link":"https:\/\/www.dantespsychology.com\/en\/waarom-screenen-we-nog-niet-op-risico\/","title":{"rendered":"Why don't we screen for risk (yet)?"},"content":{"rendered":"
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Why don't we screen for risk (yet)?<\/span><\/h2><\/div>
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DANTES employs psychologists who support organisations where there is or has been misconduct or socially unsafe situations. We often hear in such cases, \u2018In hindsight, there were signs.\u2019<\/em> Or: \u2018He or she seemed so capable.\u2019 <\/em>Or: \u2018Employees who hired him at the time now say they didn't have a good feeling about him even then\u2019.<\/em><\/p>\n

What is striking: when appointing executives or people for critical positions, past hard facts are often screened - think integrity checks, checks for criminal offences, financial reliability or fraud. These so-called background checks have now become standard in many sectors.<\/p>\n

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