In limited circumstances, yes we do. However our approach to criminal history screening is positively different. It is more comprehensive and effective as we open the aperture to cover police issues, interaction, arrests and charges – not just convictions. There is a futility of conducting police checks for criminal background information when no such information… Read more »
It depends. What are your expectations? If you knew that 1 in 6 of your staff or volunteers had criminal convictions, do you think your community of interest or the parents/care-givers of those you serve would feel that you have applied adequate duty of care or safeguard measures into your background screening program? 1 in… Read more »
Yes. Although referee checking is a core responsibility of employers, we can create an extremely robust referee program for you in two ways: Bring Your Own Referee Comments. As part of ordering one of our Assessments, at no extra charge, you can provide ‘additional information’ which can include adverse or dubious comments or accusations that… Read more »
Likely. Based on Australian National Audit Office 2018 publication, covering a sample size of tens of thousands, an adverse decision comes up quite regularly: Baseline complex case is 1:1131. (Our CL0 adverse or caution result is around 1:500.) NV1 complex complex case is 1:491. (Our CL1 adverse or caution result is around 1:100.) NV2 complex… Read more »
It’s easy, we think it is too easy. Identity – Sight some form of photo identification Identity – Verify address history (a driver’s licence meets this) Integrity – CV should be checked Integrity – Referees should be checked to establish a history of strong moral principles, honesty and decency. Integrity – Police check should be conducted… Read more »
No. The free CL0 Assessment is exactly the same product you would receive when you purchase a CL0 Assessment.
Lots can go wrong with a NPC and they are known to produce ‘false negative’ or ‘false positive’ results. For example, the NPC result or application can be incomplete or incorrect. The main reasons include false names, application & processing administrative errors, jurisdictional issues and spent conviction schemes. During the Cleard Life process, however, the… Read more »
It affords the sponsoring organisation confidence in their personnel determination decisions without needing to know or be aware of (or have the skill-set to process) adverse findings in a person’s background. It mimics the same comprehensive dimensions that are covered in government security clearances. It’s special because the process is fast, effective, affordable and can… Read more »
The Cleard.life background check is also known as a Suitability Assessment, Suitability Screen or a Suitability Clearance. It is the process whereby an individual is interviewed, and an assessment is made as to their honesty, trustworthiness, tolerance, maturity, loyalty, and resilience (HTTMLR) – using the character standards set by the Attorney General’s department. With more… Read more »
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.
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 »
69% of companies were adversely affected by a bad hire last year. 41% surveyed put the cost of a bad hire at over $25,000 24% put the cost of a bad hire at over $50,000
• Fraud risk: a person without entitlement receiving a financial payment or other non-financial benefit as a result of a transaction (e.g. payment of a benefit or grant) • Security risk: a person gaining unauthorised access to information, facilities, goods or services, particularly those of a sensitive nature • Privacy risk: a person gaining unauthorised… Read more »
Yes. That’s what government does. Government departments are encouraged to procure some verification check services to meet role risk profiles but then use a ‘more intense suite of tools to complement their employment screening practices’ in order to satisfy a suitability determination. This is in harmony with the 2018 ICAC NSW publication on employment screening… Read more »
Key motivators for malicious insider activity include: • financial gain • ideology • desire for recognition • divided loyalties • revenge • adventure/thrill • ego/self-image • vulnerability to blackmail • compulsive or destructive behaviour • family problems • negligence • disgruntlement.
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 »
5 things. Suitability Assessments are designed to give you confidence that prospective employees are who they say they are, and have the skills and experience they say they do. This will provide you with the requisite level of trust in a prospective employee to offer them a job and give them access to your business… 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 »
Lots. There are more than a dozen dimensions of a person’s life and background – personal and professional – that is covered. In addition, each Assessment level is uniquely different in terms of length, scope, depth and the scrutiny covered. You can find a summary of the coverage here. More than 400,000 people in Australia have been… Read more »
No. This suitability assessment does not replace the full national security clearance process and we do not issue national security clearances.
There is no standard time frame for which the result is valid. A Cleard.life Assessment is a ‘point in time’ check, meaning the results only reflect the result on the date that the check is released. The sponsoring organisation typically determines the acceptable length of time, and it may vary from company to company. However,… Read more »
Usually within 1 to 2 business days after the candidate interview is complete. For our CL1,2,3 Assessments, we say within 10 days because there can be scheduling delays or difficulties. If the candidate is ready sooner, the result will get back to the sponsor sooner. There might be times, especially in the CL0 Assessments, where… Read more »