It is a little technical – so bear with us. What we mean when we say ‘suitable’ is defined by the Australian Government, specifically in 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. Simply put, we look at minimum integrity requirements such as criminal/illegal… Read more »
For whatever reason, if a candidate is unwilling or unable to consent to the following and undergo the suitability assessment, please let the employer/sponsor know immediately. You need to provide truthful and candid answers at the interview. The candidate also needs to agree not to deliberately omit, conceal, or falsify relevant facts or provide misleading… Read more »
Candidate questions will cover most areas of your personal and professional life and are used to build as complete a picture of you as possible. We need to establish whether you are suitable and whether you can be relied upon to safeguard the sensitive information/resources you will have access to. We assess your loyalty, honesty… Read more »
Sponsors: when an organisation signs up for an account, there are terms and conditions that need to be agreed before a candidate interview request is activated. Candidates: may be required to sign a Statutory Declaration (informed consent) prior to the sponsor initiating a CL1, CL2, CL3 Suitability Assessment.
No. Our private sector assessments (the interview, analysis, and results) are never passed on to the AGSVA which is confirmed in the Stat Dec that you sign. In the Cleard.life public sector assessment, please check your Stat Dec for disclosure rules and the information sharing process.
Not at this stage. Because the organisation ‘owns’ the result, they would be the ones to release it with the individual’s consent.
After the result has been sent, we de-identify personal information from the interview. In certain instances sponsoring organisations require that the interview notes to be destroyed 14 days after the result, other times the sponsoring organisation needs a third-party audit to verify contractual compliance, which takes longer for destruction. Either way, your details are de-identified… Read more »
No. The candidate agrees they will not have access to the Cleard Life result, so therefore you would not be able to appeal. Also, more importantly, the character assessment forms only one part of the recruitment decision. If you were not offered the position, it might just mean there was another person more suitable for… Read more »
Depending on the level of assessment, between 1, 2 and 4 hours.
None. As your sponsoring organisation is paying for the Assessment, they should have already verified or at least been satisfied with your identity.
You must be over 16 years of age.
No. Your answers and our analysis of your responses are never disclosed to your sponsoring organisation, which is confirmed at the start of the CL0 interview or in the Stat Dec you will sign before the commencement of the CL1, 2,3 Assessments. We also de-identify any personally identifiable information (PII) after the conclusion of the… Read more »
No. Unfortunately, we are unable to assist individuals concerning specific official clearance policies & processes. However, you can contact the AGSVA directly.
Trust, but verify. The candidate has a burden of persuasion to obtain a favourable suitability decision. A person who seeks access to sensitive organisation information enters the relationship with the employer predicated upon trust and confidence. This relationship transcends normal duty hours and endures throughout off-duty hours. The employer therefore reposes a high degree of… Read more »
OK – we’re here to help. If you are a candidate needing help to start, continue or complete your AI interview, these questions (and more) are answered in the link below: What web browser is most compatible to work with Stephanie? What devices or platforms can I use for running Stephanie? Why can I hear… Read more »
Understood. We don’t like the idea of being subjected to an all powerful, artificially intelligent system that solely determines employment outcomes. That is why we use the phrase Augmented Intelligence not Artificial Intelligence as our software generates explainable recommendations for a vetting expert to make the final decision. 1. We always have humans review the interview… Read more »