Are Your Personnel Security (PERSEC) Measures (AS 4811 2006) Suitable?
20% to 30% of job applications contain some form of false information according to a recent report of the NSW Independent Commission Against Corruption (ICAC). Nothing in the report suggests ICAC’s statistics relate solely to NSW or to the public service. Very likely similar issues will be found across other states and territories and in private practice. For hiring managers, a robust risk – based employment screening framework should be crucial component of the recruitment process.
The Australian Standard for Employment Screening was created in 2006 as a guide for recruiters on how to approach this important area of risk. In some ways it is old, expired and antiquated. Even the “100 points of ID” is not a must – nor is a police check. Recruiters are recommended to consider reviewing their employee screening framework to address new practices that have emerged during past decade.
This is also referred to as AS 4811-2006, the Australian Standard for Employment Screening was first published in July 2006, with an experienced committee overseeing its publication.
With the specifics of the above
Identity should be in sight some form of photo identification. And verification of the address history, A driver’s license should meet these two elements.
For Integrity CV(resume) should be checked, even referees should be checked to establish a history of strong moral principles, honesty and decency. As well police check should be conducted. While none of these are considered mandatory.
To check Credentials, Professional referee should be sought to verify positions and dates of employment. Also, the AS are 13 years old, out-of-date and in need of review, which isn’t going to happen anytime soon.
DISP entity – when a candidate’s driver’s license and one did not have any claimed qualifications or professional memberships, which means one has essentially met the Australian Standards for employment screening – specifically identity, integrity and credentials.
Other activities should be done to meet the “appropriate standard of integrity and honesty” – synonymous with suitability, knowing that sooner or later your workforce will need official security clearances at the Baseline, NV1,NV2 or PV level?
The meaning of the term suitability underlined above is very specific term and is defined and is laid out in the PSPF Adjudicative Guidelines called “Suitability Indicators” namely Honesty, Trustworthy, Tolerant, Maturity, Loyalty and Resilience (HTTMLR).
When a company need help to align “appropriate standard of integrity and honesty” (suitability) with the official suitability standards of a Baseline, NV1, NV2 or PV clearance and give a fighting chance to mobilizing workforce without any delays from the official clearance process?
For this problem PSPF-compliant (pre-vetting) suitability assessment solution is required.
If company is already outsourcing some of this to a screening provider or perhaps a recruitment agency then you may already be conducting things like IF & Fo qualification verification, referee checks & other database checks (police checks) that are relevant for the position (or the anticipated security designated position), which is fine. But recognize that it is limited in addressing the technical term “suitability”. If one is using a recruitment agency, then they need to ask very specific questions about how the recommended candidate. Especially, who do not held a security clearance, demonstrate and met the PSPF suitability standard.
Recruitment business model may be conflicted. Recruiters should be asked to deliver competence and high performing talent. Disqualifying the best candidates based on a background check or character is counter- productive. For example, one of the largest commonwealth agencies duplicates the suitability process, they have the recruiter recommend candidates who are competent and generally seem suitable and then the Agency does its own security/ suitability checks.
In every scenario – the basic driver’s license through to the outsourced background screening companies, we suggest incorporating the Cleard Life Suitability Assessment into your recruitment process – whereby any adverse. For example, Disclosable Court Outcome or a bad referee comment and is provided to Cleard Life at the point of ordering the assessment. IT can be done properly investigated, including a one-one interview, fair and non-discriminatory analysis & adjudication.
National security clearance gives appropriate standard of integrity and honesty.
Cleard Life use an REST API so with a click of a button one can order an Assessment via one’s own human resource information(HRIS) or Applicant Tracking system (ATS) or one can use our portal.
Click here to find out about our pre-employment screening solutions and help you make the right risk decisions. You can even get your first assessment (valued at $169) free.