In the context of corporate hiring protocols, particularly for IT staff who will have access to sensitive information and systems, "additional screening" refers to background verification checks. These are security measures that go beyond verifying the qualifications listed on a resume. A criminal record check is a fundamental component of this process. It is conducted to assess a candidate's trustworthiness and mitigate potential insider threats, thereby protecting the organization's assets, data, and reputation. This type of screening is considered a critical control in personnel security management.

A. Salary demands: This is a standard part of the initial negotiation and recruitment process, not a security-focused background screening.

B. Number of years working experience: This is a standard qualification check verified through resumes and reference calls during the initial evaluation stages.

D. Educational level: This is a basic qualification check, typically verified early in the hiring process, and is not considered "additional" screening.

1. ISO/IEC 27001:2022 - Information security, cybersecurity and privacy protection — Information security management systems — Requirements. Annex A, Control A.6.1.1 ("Screening") states, "Background verification checks on all candidates to be employed shall be carried out prior to joining the organization and on an ongoing basis, taking into account applicable laws, regulations and ethics. They should be proportional to the business requirements, the classification of the information to be accessed and the perceived risks." This control implicitly includes checks like criminal records for roles with significant risk.

2. Whitman, M. E., & Mattord, H. J. (2019). Management of Information Security (6th ed.). Cengage Learning. In Chapter 5, "Personnel and Security," the section on "Employment Criteria and Screening" details the importance of background checks. It explicitly lists criminal background checks, credit checks, and education verification as key components of screening potential employees for information security-sensitive positions (pp. 188-189).

3. Stanford University. (2023). Administrative Guide Memo 2.1.5: Recruitment and Selection. Section 4, "Background Checks," outlines that a background check, which may include a criminal history check, is a required condition of employment for certain positions, particularly those with access to sensitive data or financial assets. This demonstrates the real-world application of additional screening in a reputable institutional setting.