Shying away from checking the background of employees? Here’s why.

The need for employee background checks is very well documented and yet 65% of Public Servants do not have an official clearance. However, we expect that most of private and non-profit organisations incorporate, at least at some level, an employee background check in their hiring process. Perhaps it is a Police check, or a credit check, mental health check, social media check, a resume check, a reference check or two and so on.

But there still are companies that shy away from checking the background of an employee, using a third-party group, because they think it may involve (a) a lot of money (b) no need as they trust the gut instincts of the hiring manager or (c) consider that there is not much business risk associated with an adverse hiring decision.

​Response? (a) Less than a day’s wage is not a lot of money. (b) With so many hiring methods out there to use, gut feelings may be considered negligent. We also know applicants who hire interview coaches, teaching them smart sharp ways to answer questions and using positive impression management — but their lives and their backgrounds are unruly, risky and at the first sign of stress their mental health is in tatters, or worse. The level of sophistication now-a-days is so high and ‘issues’ are so well disguised that intuition may miss it. (c) The risk of a trusted insider doing something that puts your organisation into danger – be it reputational, financial or otherwise – can be a much greater than you have previously imagined. eg. a Notifiable Data Breach incident may cost you a $1.8 million fine from the Privacy Commissioner, under new legislation.

A new generation of human background analysis is surfacing. These agencies check the background of an employee in a multi-dimensional and comprehensive manner. Not leaving anything any stone unturned and leaving nothing to chance. Their corporate background and capability includes Commonwealth security vetting recommendations (SECRET, TOP SECRET and TOP SECRET POSITIVE VETTING) and allows Australian leaders access to vetting in an incredible fast, affordable and comprehensive way.

Personnel Due Diligence is now tangible and attainable.

Human background analysis uses the best security vetting officers in the Australia combined with the latest technology to check backgrounds comprehensively. The background check result will help your hiring decision by checking the profile of each prospective candidate and uniquely quantifying character traits. Therefore, you are increasing the probability of getting the best employee for your organisation, and closing the door to bad employees so that they do not enter your organisation.

Violence, theft, mental health meltdowns, data breaches, corporate espionage are all too familiar realities. Using our high-end employee background service lessens the chance of any of these things happening in your workplace. It is the duty of your organisation to provide a peaceful working environment for the existing hardworking employees. Strategic preemployment assessments will let your company know about the candidate’s credibility and authenticity. If a candidate has done something wrong in the past, then it will be disclosed by the Background Check Agency. The reputation of the company will not be damaged and Prevention is better than a cure.

Human Background Analysis Agencies will provide your company with an actionable report, which gives insight into the candidate’s life, without breaching Anti-Discrimination or Privacy Laws, for example. Negligent hiring ruins personal and corporate reputations. You can stop hiring the wrong Candidate and on the flip side, receive recommendation of Candidates with high ethics and moral values. Hire only people who are Honest, Trustworthy, Tolerant, Mature, Loyal and Resilient.

Contact us today on (02) 61-71-41-71 or sales@cleard.life or find out more  www.cleard.life.

Read More:
Are Pre Employment Assessments Worth It?  How A Background Check Can Save Interview Time.

$1.8m fine for a Data breach? New legislation