Anticipate a national security clearance outcome with a greater level of certainty.
1. More than 60% of Public Servants and their Contractors do not have security clearances - at any level. Government HR sections often use 'fit and proper' checks before allowing Candidates to commence work. The methods used and the standards used are diverse and can be inconsistent and subjectively applied.
We work with existing 'fit & proper' processes. We do not replace them. We supplement and augment them by rounding out the process independently. We use qualified, experienced and officially approved Vetting Officers to help Government Departments come to their own conclusions in a consistent, deliberate, unbiased, objective way. The Cleard.life Assessment provides the Candidate and the Department assurances that any adverse background discoveries which may exist in a person's life has been vetted appropriately by using the Protective Security Policy Framework (PSPF) compliant, 'whole-of-person' approach. Our efficient and effective process allows the result to be known within 3 days which ensures and there is no disruption to the 'fit and proper' internal process. If your HR department / External Recruitment Provider is struggling with backlogs, or you have large Temporary Workforce planning issues to contend with, or you simply need surge protection, then please get in touch with us.
Partnering with Cleard.life will support your aim to develop an integrated workforce that is more proficient across your operational and strategic activities, which caters for both permanent and temporary employees. It will promote an agile and diverse workforce, which reflects the contemporary demographic of the Australian community, and improves your capacity to respond quickly and effectively to change.
2. Some Agencies have their own vetting systems, credentials and screening processes. The include NDIS, ASIC, MSIC, WWCC, LGA, Tender Due Diligence on Key Management Personnel, Organisational Suitability Assessments, to name a few. We work within existing programs and enabling legislation to increase capacity, capability, speed and the level of safeguarding their vetting regimes provide.
Black-mark databases (ASIO, Credit, Police) as well as basic screening regimes have been proven by Research and the Courts to be 'futile'. There is always the risk of illegal conduct not being picked up (yet). There is always a first time to do the wrong thing and those historical databases won't pick it up. Similarly, kind hearted Referees may not speak up about their reservations about a person's character. However, advanced personnel screening which includes one-on-one interviews and un-nominated referee searches provide a much better insight. We look into historical and current behavioural patterns as well as the future intent of Candidates using the Whole Of Person (WoP) concept under the PSPF PERSEC's Attorney Generals' Guidelines and Suitability Factor definitions. With more than 350,000 national security clearance holders have been assessed under the WoP protocol. It is easy to see why augmenting black-mark database scans and basic screening is prudent and gaining popularity.
3. There is a difference between hoping and expecting someone to get through the clearance process successfully. We are that difference.
There is significant pressure on government security vetting agencies to clear the backlog of clearances.
This barrier is getting higher and is sometimes calculated in months and years. It is damaging the responsiveness of managers to have suitable people in suitable positions at the right time. This can result in security threats not being dealt with in a timely manner. Likewise, if an intelligence-centric Information Communication Technology (ICT) project sponsor puts forward an unsuitable candidate, they may find themselves months or years behind the agreed schedule.
We have a unique perspective regarding blockages in the security-vetting ecosystem.
Cleard.life is a collaborative inter-agency approach to get the right insights flowing to the right people at the right time. Specifically, we believe that intelligence and HR professionals should have 'direct access' to vetting professionals who can anticipate clearance outcomes with accuracy and in a timely manner. In aggregate, the result will be a reduction in inter-agency barriers, and an improvement in vetting-related business processes.
Some Departments insist that the HR departments or outsourced recruitment provider's rank the "Top three" Candidates, and those three must have an XX level clearance. This limits the so-called "talent gene pool" and in the long run, leads to diminished organisational capability.
Imagine knowing your Candidate had a 96-99% chance of getting through, or had a 90-95% chance of getting through, or a 30-40% chance of getting through or a 1-10% chance of getting through? Would knowing that prior to hiring be valuable?
Recruitment Agencies: Improve your value proposition and your recommendations to Government departments. Read more here and here.
Large Scale Defence Projects and Networks: Our qualification can be incorporated into large scale projects and bid proposals. Read more here.
Prime Contractors: Really know your subcontractor executives can be trusted. Too much is at stake. And when they need to get security clearance, you'll have peace of mind that the scheduling won't be at risk or compromised. Read more here.
DISP Members: Stop knee-jerk poaching. Read more here.
Existing Government Contractors or Employees: Vet them to know if they can move in to a (higher) national security designation position (SECRET, TOP SECRET, TSPV). Read more here.
Large Events: Any large event will have interactions with government security in some shape or form. Quickly screen your fast-growing team to ensure your event remains safe - so that public reputation, work safety not damaged because you hired a high-risk person inadvertently. Read more here.
Government Tender: A State Treasurer recently committed to establishing a background check inside Due Diligence process. Management capability also extends to your team's background - personally and professionally. Demonstrate that your team are both. Read more here.
Want details? Here is how we do it.