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Category Archives

Category Name: PSPF

AGSVA Baseline vs PSPF Goldilocks Clearance – the requirements compared. Plus Five Recruitment Trends to Watch in 2021.

FIVE Recruitment Trends to Watch in 2021: 1. Australian Standards for employment screening (AS 4811-2006) will be updated, after 15 years, to include adjudication. 2. Critical Infrastructure expanded & positive security obligations (personnel vetting) tightened – covering 1.6m employees. 3. The expanded Critical Infrastructure sector – Defence Industry – must sponsor & manage their own […]


Show me Evidence of your Insider Threat Program (ITP).

Show me Evidence of your Insider Threat Program (ITP). That is a question an aspiring Defence Industry Security Program (DISP) company will be asked. Do you know that your Insider Threat Program will need to have on average 10-12 touchpoints with your AGSVA security cleared workforce every year? You should reasonably set aside at least […]


Personnel security is fundamental to good business.

Personnel security is fundamental to good business. Most personnel strive to conduct themselves in an ethical and professional manner. However, it would be negligent to ignore the risk of someone deliberately causing harm or exploiting their positions of trust. The ‘trusted insider’ represents a real and enduring risk to everyday business practices. It is an [...]

About us

Mission: To Strengthen Australia’s Integrity for Society’s Betterment Vision: To bring about an unbroken state of affairs, where integrity empowers the performance and prosperity of government, businesses and not-for-profits. Strategy: To strengthen Australia’s national integrity system through faster, cheaper, smarter, better personnel vetting practices which enables the right person to move into the right position […]


At a Glance: What We Do

​Our Background Suitability Interview Questions relate to: Background & Family structure Education & Employment Personal Relationships Allegiance & Loyalty Substance Use Illegal conduct Emotional health Financial Personal conduct ​CV Check Which then is filtered through the lens of Attorney General’s Suitability Standards: Guideline A: External loyalties, influences and associations Guideline B: Personal relationships and conduct […]


Now you know.

So what do you guys do, again? Can we ask you a question first? Did you know that employers can experience massive pain when hiring the wrong person? The cost is huge and the pre-employment & rehiring market is a multi-million dollar industry. In some industries, rehiring market it up to 40%. These are costs […]


Vetting the Cleard.life way: The secret sauce.

Vetting the Cleard.life way: The secret sauce. When evaluating a candidate’s suitability, Cleard life considers the information through the lens of the Attorney General’s Adjudicative Guidelines (AG). In addition to brief introductory explanations for each guideline, the AG lists potentially disqualifying conditions and mitigating conditions, which are very useful in evaluating a candidate’s suitability. These […]


Critical Infrastructure entities must now hunt for spies.

Critical Infrastructure entities must now hunt for spies. Preemployment screening does not hunt for spies. The PSPF does. We do.   Meet Bruce. He works for your critical infrastructure company. He is like many workers in Australia: born in another country, studied at a great university there but then moved here to make a life […]


How the Cleard Life ‘truth telling’ environment is set up.

A Suitability Assessment Interview (SAI) can take as little as 40 minutes over the phone for the most Basic level assessment (CL0) and perhaps up to four hours for the human-only, highest-level, face-to-face interview (CL3). Our Vetting Officers tell candidates that they will be looking for evidence of qualities such as loyalty, honesty and reliability, […]


A Guide to Australian Standards for employment screening

A Guide to Australian Standards for employment screening Employment screening processes is beyond the standard interview process done by the recruitment companies. Employment screening needs extensive resources and systems that are designed to uncover the information that a company requires to make an informed decision about the suitability of a candidate during the hiring process. […]


Personnel Security (PERSEC) still remains a challenge for DISP Members

Personnel Security (PERSEC) still remains a challenge for DISP Members. The Defence Industry Security Program normally requires a security clearance at some level to work on defence projects and get access to sensitive information – but not at Entry Level. Source: https://defence.gov.au/dsvs/industry/documents/DSPF-DISP-Suitability-Matrix.pdf We have discussed some of the existing deficiencies relating to AS4811 here. As […]


Adjudicative Guidelines – Secret Knowledge Revealed

The Attorney General Adjudicative Guidelines are an important element to any suitability assessment. Here are the elements and concrete examples of each factor area and the frequency of detection. ​ 1/7 Factor area: External loyalties, influences and associations. A security risk may exist when the clearance subject or their immediate family, including cohabitants, and other [...]

“The scheme should screen”. Why a Cyber Security Accreditation or Certification scheme needs to include personnel suitability assessments.

The Australian Government is developing our nation’s next Cyber Security Strategy as part of its commitment to protecting Australians from cyber threats. The new strategy will be a successor to Australia’s landmark 2016 Cyber Security Strategy, which set out the Government’s 4 year plan to advance and protect our interests online backed by a $230 […]


Preemployment ‘Best Practice Guide’ for Social Media Screening.

Preemployment ‘Best Practice Guide’ for Social Media Screening. A digital footprint is the unique pattern of electronic transactions made by an individual’s publicly accessible online presence. An assessment of an individual’s digital footprint can provide insight into their life, interactions and personal views. This information may identify behaviours of concern or provide further assurance that […]


Is Ignoring a Candidate’s Digital Footprint Negligent Hiring?

Is ignoring a candidate’s digital footprint negligent hiring? Social media screening in the hiring process is now commonplace. We understand its usefulness in protecting employer brand and business reputation. But we’re also aware of its hidden dangers, potential biases, and legal traps. World governments have differing stances on the practice. Some search the internet to […]


PRUDENT EMPLOYERS conduct background checks, are yours legally compliant?

PRUDENT EMPLOYERS can conduct checks of a candidate’s police/criminal background, drug use, alcohol habits, mental health, litigious conduct (eg. against employers), credit history and other checks and tests prior to making a job offer. However, it is important to ensure that the screening company and their processes comply with the Australian Privacy Principles, anti-discrimination legislation […]


To get a job you need a clearance. To get a clearance your need a job.

COMMENT FROM THE CATCH 22 ARTICLE: “The ENTIRE contracting community would LOVE a “direct to candidate” shop-front from AGSVA, and an elimination of the need to be already placed in a role that requires a security clearance a given level. We’d all be positively vetted. Make security vetting a personal obligation like a white card, […]


Which Suitability Clearance level is right for your personnel?

Which Suitability Clearance level is right for your personnel? How do you select the right one? Does everyone in your organisation need the same level? Answer: Great questions. Using a ‘Scope and Effect’ grading methodology, you can self-assess and guide your organisation in classifying the appropriate level to match your personnel risk management. EXTREMELY LOW […]


How do you select the right Assessment for your organisation? Does everyone in your organisation need the same level?

​How do you select the right Assessment for your organisation? Does everyone in your organisation need the same level? Great questions. Using a ‘Scope and Effect’ grading methodology, you can self-assess and guide your organisation in classifying the appropriate level to match your organisation’s personnel risk management. CL3 CL2 CL1 CL0 < > ​VERY HIGH […]


Significant changes in Public Sector Hiring are afoot: Are you ready?

If you recruit for the public sector, then you need to be aware of changes that have just occurred. In short, you cannot just simply recommend the best candidate for job, based on merit, anymore. You now need to consider the Candidate’s ‘suitability’ before they are offered a job. Let that sink in. Recruitment needs […]


What do you mean suitable?

What do you mean suitable? We mean suitable as defined by the Attorney General’s  Protective Security Policy Framework PSPF12 and PSPF13 and the related Adjudicate Guidelines & associated vetting protocols which includes the whole-of-person concept. Put simply, we look at minimum integrity requirements such as criminal/illegal activity involvement, workplace conduct and any criminal associations. Let’s […]


Job Interview Questions That You Can’t ask … But We Can.

Job Interview Questions That You Can’t ask … But We Can. It’s good to know the difference between Recruiters and the Cleard.life Advanced Background Investigation Agency. What you, as a job interviewer, cannot ask: HR Interviewer: What is your marital status? Cleard.life: We can ask, in order to assess Trustworthiness and Loyalty. HR Interviewer: Have you […]


Digital Innovation: Australia’s $315b opportunity.

​Digital Innovation: Australia’s $315b opportunity. The new report from Alpha Beta for CSIRO/Data61, called “Digital Innovation: Australia’s $315b opportunity” identifies eight strategic areas where Australian businesses can succeed in creating new digital products or services. These opportunities are precision healthcare, digital agriculture, data-driven urban management, cyber-physical security, supply chain integrity, proactive government, legal informatics and […]


How #regtech + suitability clearance = PERSEC compliance.

How #regtech + suitability clearance = PERSEC1 compliance. We are a team suitability experts, engineers and data scientists passionate about building better solutions to stop trusted insiders and counter-productive workplace behaviours from disrupting your workplace, operations and reputation. In this instance, we focus our attention on the #regtech trend and how our solution can apply […]


1 in 4 potential employees admit to behaviours that most employers consider high-risk. HR Managers and Risk Managers need to get onto the same page.

1 in 4 potential employees admit to behaviours that most employers consider high-risk. HR Managers and Risk Managers need to get onto the same page. Independent university studies have demonstrated the value of integrity tests that screen for hostility, drug and alcohol abuse, theft and lying in the pre-employment phase. But these tests have yet […]


What to consider when selecting a pre-employment screening vendor

    ​What to consider when selecting a pre-employment screening vendor. Choosing a background screening provider is an important decision that affects your entire organisation, from human resources and security to everyday employee relationships. It is great to have an expert on your side, helping inform important hiring decisions – decisions which affect your organisation’s […]


Extreme Referencing: It’s a tough pitfall to avoid…

You invest great effort to get your people to interview several Candidates. You laboriously negotiate with your team to pick your favourite — only to then ask the Candidate for a few references to call. After all this time and effort (which you feel is some type of distraction), you call those references with a […]