The consequences of a bad hiring decision can be significant and can include reputational damage, fines for not meeting legislation, along with the potential for criminal proceedings when the risk of fraud is presented.

EMPLOYING THE WRONG PERSON COULD SIGNIFICANTLY COST YOUR BUSINESS.

Your employees are valuable assets, representing your brand and reputation, so getting the right people is key and as an employer you need to ensure stringent checks are done in order to meet with compliance and regulatory requirements and reduce the risk of leaving your business exposed to potential harm.

Employee theft such as embezzlement can cost organisations billions and with the risk of internal fraud, additional resource such as time and investment in criminal proceedings and re-establishing reputational damage can significantly impact businesses.

Identity Checks

• ID confirmation
• Passport validation
• National Insurance validation
• Right to work check
• Driving licence status check
• Address verification
• Electoral Roll Search
• Undeclared addresses search
• Directorship search
• Character/professional references (x2)
• Property ownership check
• Media search
• Phone listing verification

Financial checks

• Bankruptcy/insolvency check
• CCJ check
• Credit score
• Notices of correction check
• FCA Register check
• Sanction Search
• Irish Negative searches

Education Checks

• Verification of highest education
• Verification of two highest education
• Verification of all education (high school upwards)
• Verification of professional qualifications
• Verification of Professional memberships

Employment Checks

• Six month employment history
• Two years employment history
• Five years employment history
• Seven years employment history
• Ten years employment history
• Gap referencing

Criminal Record Checks

• Basic Disclosure
• Standard DBS check
• Enhanced DBS check
• International criminal records check

3 REASONS WHY A VETTING PROCESS FOR EMPLOYMENT IS SO IMPORTANT

As a Private Investigation Firm, we have a multi-faceted role, but everything we do comes back to one basic premise: hiring and retaining the right workforce for your company to succeed.

It’s critically important to ensure that a candidate’s credentials stand up to scrutiny before you move forward with your hiring decision. No matter how senior the position, a thorough vetting process will give you a competitive edge and prepare you for interviews and other steps to come.

The Advantages Of Solid Vetting Include:

1) It Increases Efficiency.

Vetting candidates enables you to save both time and money in the long run, as you ensure that interviewers don’t sit through fruitless meetings with people who are either unqualified or unsuited to a position.

• Vetting minimizes disruption. The recruitment process can be disrupting to business operations as you pull people away from doing their regular jobs to participate. And when a new employee is hired, there’s a period of adjustment and acclimation, which typically involves numerous team members. It’s all worth it, of course, if the hire is a good one. You want to minimize the length of the entire process in order to keep your business running as smoothly and seamlessly as possible.

2) It Eliminates Unsuitable Candidates.

Vetting adds efficiency to recruiting, because the majority of applications you receive for most jobs can be discarded as unsuitable. Candidates will come at you from every possible angle, and vetting ensures that you only interview the cream of the crop.

3) It Helps Tailor Your Interview.

The vetting process will give you the opportunity to focus interviews on the things that matter, rather than spending a lot of time on questions that don’t really go anywhere. Information uncovered through vetting can be put to good use and form the basis of further questioning.

• Applications can be a great source of inspiration for interview questions. When your recruiting team comes across a resume or application that truly aligns with what you’re looking for in a prospective hire, it can result in a highly rewarding process. At best, you’ve found your candidate. Worst case, you deepen your talent pool for the future. Either way, you’ve emerged a winner.