As a Recruitment Agency, you can stay ahead of the trend and protect your clients. Security, ICT breaches, personal safety, fraud, adverse mental health, financial issues, illegal conduct all risk derailing your recruitment recommendation. 

1:20 have a criminal past, 1:25 have a debilitating mental health issue.

Do you 100% always detect it during the interview process?

Why not add a high-end suitability interview into your unbundled offering? 

When we say suitability – we don’t mean we assess suitable skills, suitable Resumes, suitable cultural fit or organisational fit, or even suitable competence: none of that.

​We mean suitability as the Attorney General guidelines look at it for APS personnel who hold positions of trust. Specifically, we mean suitable character relating to the Candidate’s Honesty, Trustworthiness, Tolerance, Maturity, Loyalty and Resilience. With over 350,000 people having actively met the conditions, this B2B solution proves you have done due diligence, reduces the negligent hiring risk issue and gives decision makers actionable intelligence. We even grade your Candidates suitability with a “1/5 up to as 5/5” for Honesty and so on.

You already provide an option to your clients to outsource certain functions of the recruitment process. Simply add a suitability background check to your offerings. As you normally do with an unbundled a-la-carte offering, you allow your client to select the components they want or need to outsource, allowing you to manage and value-add your relationship.

Assist your clients with finding the right hire, while they save on recruitment fees.