PreScreen Recruit™
Personnel Background Screening

 

PreScreen Recruit™

PreScreen Recruit™ is more than just reference checking, it utilises psychological interpretive skills to detect deception and dishonesty. It uses clever in-house developed software applications which use search robots to find misdemeanours or which aggregates must-know details via a thorough worldwide scan. It's also more than the intuition of our experienced multi-lingual analysts to read between the lines of a CV, resume or position proposal. It is an insightful snapshot of the individual of interest to you.

The following is a brief description of what steps can be taken to verify an individual's background.

Contents


Bio data
Bio or biographical data is information which provides some proof that the subject of inquiry is in fact identified as the correct person. This would generally include locating the individual on one or more databases or record sources and confirming the name is the same as provided and other linked details such as date of birth, telephone accounts and an address are the same.

Anti-money laundering lists
A number of countries have introduced extensive Anti-Money Laundering legislation, which has in some cases also incorporated or linked to counterTerrorism moves. It is a requirement in some legal jurisdictions that proper efforts are made to determine if an individual appears on lists covering these issues.

Certification and accreditation
Many professions require that their members obtain a mandatory level of professional training, are certified that this has been achieved and maintain this standard through ongoing professional development. Inquiries are made to determine the individual has the certification claimed, it is current and in good standing.

Civil litigation
Depending on the country and specific regulations within each state, province, territory or county, various information regarding civil court proceedings maybe available. In more under developed locations these can be limited and available only from over-the-counter searching while in other jurisdictions extensive details, including pleadings, judgements and orders are accessible through subscription databases.

A history of litigation can be an indicator that the individual has a tendency to engage in, or resolve conflict through legal recourse, sometimes this can be vexatious; that the person has overstretched themselves or struggled to meet debts as they fell due, or may have engaged in practices which were offensive to others. The number, size and basis of actions can assist in understanding the individual.

Where we are engaged to undertake an extensive litigation search we will search all available court jurisdictions where the candidate is known to have worked or resided.

Credit agency records
In many cases, local laws prohibit access to and use of credit agency searches for the purpose of pre-employment screening. Where access is available, searching is generally used to verify biographical data and to identify relevant information about an individual's history that is available in the public domain albeit not necessarily readily accessible to all.
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Criminal history
Access to criminal histories varies widely from country to country and in each state or territory. Where these records are available there are generally imposed conditions for their use and subsequent reporting. Most jurisdictions require formal consent from the individual whose records are being accessed and its quite usual that convictions can only be obtained for a limited period. These are commonly referred to as 'spent' or 'retired' convictions and will not be reported on prior ten (10) years from the search date. Exceptions to this rule may include those convictions involving sexual offences against minors or significant financial crime.

In addition to the formal searching of archived criminal records there are a number of proprietary databases and services that are available and which may record criminal convictions or engagement by an individual in criminal offences.

In addition to the former, there are countries where no limitation exists on the access or protection of this data.
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Current & past addresses (LKA's)
Locating past addresses can prove invaluable in determining the stability of a candidate and as a cross-reference to where the individual actually was at the time he or she represented they were doing.
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Date of birth (DOB)
Firstly establishing and then correlating an individual's date of birth and age is an important means of identifying you are actually looking at the subject of your inquiries. Inconsistent entries or proof that an individual has on occasion provided different dates of birth can be basis for suspecting past attempts to avoid being linked to one's own activities. Further, it maybe consistent with a pattern of deception including a history of understating or overstating correct age.
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Deep Web & Internet search
While many believe that a quick Google search and running the eye over the first page of results represents full and adequate research into any subject, this is rarely ever the case and there is a risk of being deluded as to the quality of knowledge one has really gained.

The Internet has an abundance of information if you are a trained researcher and know exactly how and where to look. Despite the explosion in its use, it is early days for the Internet although already its users are leaving a footprint of everything they do and are connected to. Deep Internet searching is about using the latest forensic search tools to locate activity and make meaningful sense into why you are looking at someone.
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Dirctorships
Establishing what directorships an individual has or does hold maybe important for many reasons. Most notably, it indicates the range of organisational activities the director has been involved which maybe consistent with the role being sought or alternatively, it may come as a surprise that this person has held any such positions at all. Directorships may aptly demonstrate a long line of success but equally so failures and insolvency.

A search of directorships may also indicate who a person has associated and what other activities he/she has been involved.
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Employment
In assessing one's ability to fit in with, and considerably add to a proposed role, knowing how that person has performed in the past is crucial. The regard with which a person was held, prior contribution and level of commitment offers insight into how the individual is now likely to perform.

We allow for verifying the last two employment positions or going back one whole decade whichever is the least. As the oldest pre-employment screeners in Asia (over 30 years) we have observed the rate which candidates move from one job to another. Whereas, once individuals worked for the same organisation for years, now it is more likely a position will be held for just a couple of years or less. Attempting to locate those that directly supervised employees is increasingly more difficult as they too may have moved on to yet another role. We make up to two concerted attempts to contact a responsible person at the candidate's prior place of employment (see above) including calling, emailing and faxing each (see above).
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Education history & performance
While many have worked for and gained legitimate educational qualifications, the number who have actually achieved the claimed award has paled against those churning through the paper mills to acquire or who produce false diplomas. Establishing the veracity of each qualification and that attendance at the conferring institution aligns to the dates represented is imperative if they are to be relied on. As the educational qualification can be the primary basis for a candidate being offered a position (doctor, lawyer, accountant, engineer, teacher, etc.) then verification has never been more important.

The type of confirmation varies from institution to institution, but at a minimum it can be expected that the dates when a student was enrolled and whether aqualification was awarded can be expected. Other colleges, particularly where consent has been obtained and this meet the requirements of the institutionwill provide transcripts that include the grades obtained for each subject.
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Extensive litigation search
See Civil litigation above.
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General background
Candidates are unlikely to provide any unfavourable details or those which are inconsistent with the role being applied for. A CV is after all a self-promotional document which has at its central aim, the marketing of an individual to secure a job.

Decision Risks International has over 30 years developed an extensive range of effective procedures to identify background information on candidates. These can demonstrate dishonest or exaggerated representations along with key facts that have been deliberately omitted; information which if an employer was aware may make all the difference in the decision to hire. The searches undertaken for this purpose can be obtained from the 000's of paid subscription databases we have available to us or from making well placed calls to the huge number of industry and government contacts we have amassed in our database over decades.
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Global Watch alerts
Sept 2001 (9/11) ushered in a whole new way in which individuals are accountable and information about suspected activity is to be stored. While there may be no obvious reason for believing a candidate would have any other than a local history, in some cases there is a legislated requirement for organizations to aptly demonstrate that have been diligent in investigating an individual's antecedents around the world.

Using our global scanning technology and access to key databases we identify if an individual has been placed on any of the myriad of watch lists that cover, money laundering, financial crime, political/financially exposed persons, subject to disbarring for breach of regulatory, civil or criminal actions or who are known associates of fraudsters & scammers, drug traffickers, terrorists, arms dealers or those on most wanted lists.
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Insolvency & bankruptcy
There are often clear and extenuating circumstances for why an individual has become insolvent, been declared bankrupt or entered into a scheme of arrangement with creditors. Sometimes, a company director may have provided personal guarantees or been swept up in a far wider problem which he/she had no direct control over.

Regardless of the cause, the effects on an individual are generally significant and lead to major disruption in that person's life. In many countries, it is an offence for an individual not to declare their status as a current bankrupt and most keep an ongoing register of those that have ever been. Knowing that an individual has endured bankruptcy, whether it was declared, when this occurred and how the timing aligns with other reported activity can provide valuable insight into one's character.
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Legal & criminal
For Legal see (Civil litigation) and Criminal (Criminal history) description above.
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Online background
See (General background) and (Deep Web & Internet search) description above. Essentially, we search the world of online databases, social networking sites, web blogs and those services we believe may have a trace of the candidate's history or current dealings. Cross-referencing this material can lead to a detailed profile being developed so that you have more relevant information on which to base your employment decision.
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Passport verification
Many Countries offer a service so that if provided with the full name and passport number of an individual they can verify the legitimacy and currency of thistravel document.

Decision Risks International also has the ability to determine if a passport is likely to be legitimate or is fraudulent.

For confirmation of working visas and ability to work including imposed conditions then please see (Visa – permit to work) below.
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Past employment
See (Employment) above.
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Personal business registration
In many jurisdictions an individual involved in any form of business, trust, private investment fund or other legal entity is required to register the activity for taxation or regulatory purposes. We scan all candidates in their own name for these tax registers (if available) to determine if they have another business involvement which you are unaware and may in certain circumstances appear to contradict the exclusivity of employment terms for which the candidate is being considered. Being aware a candidate has other undisclosed interests maybe extremely material to your decision.

When undertaking our more detailed pre-employment screens we dig deeper and seek to locate other business, trusts and funds which candidates maybe directly associated and develop a fuller picture of this involvement.
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Probity registers & licensing
The corporate regulators and licensing authorities in each country generally maintain registers of those individuals who have been banned, disbarred, suspended or whom a legally enforceable undertaking has been obtained. There are often severe penalties arising from the original cause of the breach asthere will be for subsequently related abuse. While often overlooked for their importance in establishing relevant history these searches are frequently invaluable for ascertaining a clear history and one where there may have been questionable dealings.
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Professional associations
Membership in associations can be an indicator of the extent to which the candidate has engaged in his/her profession. If the membership is a prerequisite to certification or other qualifications, the candidate has actively participated in an office or committee, and there is a history of contribution which hasbeen peer reviewed than again this can be a significant element in assessing suitability and background of an applicant.

Conversely, if it is determined that either the candidate is not a member or has little to no involvement then this to maybe a key factor.
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Proof of identity
While a number of countries do not issue or will allow a national ID card or system, most government agencies, banks and credit lenders require that individuals produce different forms of verifiable identity to comply with various laws. Generally, proof relies on the sighting by an authorized person of:

Primary source documents which can include:

Current passport of country identity card
Birth certificate
Certificate of citizenship

Secondary source documents:

Drivers licence
Credit cards
Medical card
Student card (with photo)
Council or other utility rates notice

Proof of identity can be a crucial step in the process of offering candidates a role. This may require organizations to obtain independently verifiable proof that the candidate is who he/she claims to be. Decision Risks International willseek to cross reference the biographical/identification details provided with other data sources to develop a confidence the candidate is who they claim to be.
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Prudential & financial standing
Certain industries and market segments including the financial services sector and banking are required to examine the backgrounds and good standing of key individuals. Largely, those that have either direct contact with the general public or who advise on financial products. Pivotal to any assessment is that individuals are properly qualified, licensed, are competent in financial advice and have no prior history of complaints or other issues.

For some clients, it is important they establish the candidate is as good handling his/her own financial affairs as is claimed about how they handle others. This can mean determining if the individual has ever been insolvent, in financial difficulties and managers his/her assets well.
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Public global online media profile
Searching print, electronic and online media offers significant ability to learn about what an individual has been involved in. Often, media coverage is assessed all to simplistically and not analysed correctly. Journalists are trained to summarize what has been written previously and in some cases, unchecked material can take on a life of its own, regardless of its correctness or reliability.

Decision Risks International looks to review all news articles or clips so it can establish those that originated from self-promotion or press releases. It is a fact that in the current era most business based articles are published from press releases than by investigative journalists on the lead of a good story. Analyzing the thread of these articles to see which have genuinely new information as opposed to rehashed material s vital in weighing up the quality of reporting. Having stripped out self promotional material which the media has kindly perpetuated we assess the remainder for those which portray the subject in a positive or negative way.

Overall, we distil the essential facts so you have the key issues and are not left to wade through mountains of irrelevant material.
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Registered shareholding
Having appreciation for those organizations which an individual has now or in the past taken a registered stake can be most helpful in determining his/her spread of involvement. Scutinized fully, it can be support or refute claims of being involved in other employment or provide a clue to other successes or failures.
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Regulatory infractions or bans
See (Probity registers & licensing) above.
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Reputation & standing
While many candidates will have excelled in their chosen field with or without the celebrity of having done so, so do others attract negative attention. We aim to determine what reputation the candidate has attracted and whether their conduct to date sees them enjoy enviable praise, or, if they have a history or dealings in questionable dealings.
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Visa – permit to work
Many job candidates claim they to have an uninhibited right to work in a country when in fact by employing these people you maybe breaking the law. Others, may have severe limitations on the hours or type of work they are permitted to do. By making inquiries with the local immigration/border security or customs authority we aim to determine what work an individual may engage in.
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Wanted Persons list
See Global Watch alerts above.
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Association of Certified Financial Crime Specialists