References confirm dates, and a DBS check confirms convictions. Neither tells you whether a candidate has been honest on their application, or whether the person you are about to hand keys, cash or client data to has something material they have not disclosed.
Voluntary EyeDetect® screening gives employers an additional, documented check for roles where trust is the job: cash handling, key holding, security, care, logistics, finance and senior appointments. Examinations take about 30 minutes and are carried out at your premises or a hired meeting room.
Screening only works if it is done properly and lawfully. We keep the questions tightly focused on job-relevant facts, provide clear consent paperwork, and give you a written report per candidate.
Screening must be voluntary, proportionate to the role, and limited to questions relevant to the job. Broad enquiries into a candidate's private life are neither appropriate nor useful, and we will not run them. You should tell candidates in advance what will be asked and give them the chance to decline without penalty.
Because this involves personal data, agree with your HR or data protection adviser how consent is captured, how long reports are kept and who can see them, before you start. We supply consent documentation and a per-candidate report to slot into that process.
Candidates are seen individually in a private room. There is nothing attached to the body — they read questions on a screen while the system records involuntary eye responses — and the whole examination takes around half an hour.
We can run several candidates in a day and schedule them so they do not overlap in your reception. Reports are returned promptly with a plain-English summary for the hiring manager.
Single examinations are £495 all-inclusive within 50 miles of Darlington, with 60p per mile beyond that. Volume screening is priced per candidate — tell us the number of roles and locations and we will quote.
We invoice businesses, accept purchase order references, and can work to a recurring schedule if you screen throughout the year.
There is no law preventing an employer from offering a voluntary test, but it must be genuinely voluntary, proportionate to the role and limited to job-relevant questions, and the personal data must be handled properly. Take HR or legal advice on your process.
That is a decision for you and your advisers, but treating refusal as disqualifying is risky and we would not recommend it. Screening works best as one input among several.
Facts that matter to the role: the accuracy of their application, dishonesty in previous employment, undisclosed conflicts of interest, and similar. We do not test general character or private life.
It is quoted per candidate and comes down with numbers. Call 0330 088 5207 with the volume and locations for a written quote.
Usually within a few days of instruction, including weekends, anywhere in the UK and Ireland.
Yes — signed consent documentation and a written report per candidate, suitable for a properly maintained recruitment file.
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