How Validato Helps HR Departments Identify High-Risk Candidates Before Hiring

Using risk-based screening and a human-in-the-loop approach, Validato helps HR departments identify falsified credentials and potential insider threat risks early in the application process.

The risk is often already present in the resume

Not every risk that an HR department must assess becomes apparent only after hiring. Falsified or embellished degrees, fabricated reference companies, or concealed prior employment history are among the risks that are already present in the application process--but often go undetected because HR departments have neither the time nor the tools to systematically verify every piece of information. In addition, companies are increasingly concerned with the issue of insider threats: individuals within the company itself who become a source of fraud, data breaches, or other damage. According to Validato AG, both types of risk--credential fraud and insider threats--can be most effectively addressed before hiring, not after.

Risk-Based Screening Instead of Blanket Screening

Validato AG relies on a risk-based model for this purpose: Not every position requires the same level of scrutiny, but every position has a definable risk profile. A position with access to financial data or critical systems warrants a different level of scrutiny than a position without such access. From the platform's 18 configurable modules, HR departments select which checks--such as verification of academic credentials, reconciliation of employment periods, or sanctions list checks--are appropriate for a specific position. This distinguishes the approach from a blanket full screening of all applicants regardless of role and risk.

Human-in-the-Loop: No Purely Automated "Black Box" Decision

A central element of the methodology is the "human-in-the-loop" principle: anomalies identified by the automated screening are not forwarded to the HR department as automated rejections without review, but are first assessed by specialists before any feedback is provided. For HR departments, this means they receive a contextual assessment rather than a mere database match that they would have to interpret themselves. This reduces the risk of incorrect decisions based on incomplete or incorrectly weighted automated signals.

_"A system that only compares __databases__ provides matches--but no context," says Reto Marti, Managing Partner of Validato AG. "Ultimately, it's still a human--not the algorithm--who decides whether an anomaly is relevant for a specific position. That is precisely the idea behind our human-in-the-loop approach." This statement underscores that Validato AG views automated screening as a preliminary step, not as a substitute for professional judgment.

Prevention Rather Than Damage Control

For HR departments, this approach shifts the point at which risks become apparent: not only after damage has already occurred, but during the application process itself. Validato AG thus positions itself as a tool that supports HR departments in the DACH region in make hiring decisions not only faster but also with greater risk awareness--with the goal of identifying credential fraud and insider risks as early as possible, rather than addressing them only after damage has been done.

Validato AG
Claridenstrasse 34
8002 Zuerich
Schweiz

https://validato.com/

Herr Reto Marti
+41 44 515 77 77

reto.marti@validato.com

Validato AG, headquartered in Zurich, develops and operates a configurable background screening and human risk management platform focused on the DACH market. With over 18 modules, Validato covers the entire lifecycle--from pre-employment screening to in-employment and re-screening, as well as third-party screening, supplier vetting, and due diligence. The platform operates on a pay-per-use model, is fully GDPR- and nDSG-compliant, and is aligned with the NIS2, DORA, KRITIS Framework Act, DIN SPEC 14027:2026-04, BSI C5:2026, the AI Act, the LkSG, and ISO 27001.

This release was published on openPR.