The verification of an individual’s identity, integrity and credentials.

Yes – The New Zealand Privacy Act 1993 requires the consent of the individual, this allows the collection, storage, use, and disclosure of personal information.

Good applicants will value a pre-employment screening check. This not only benefits the company as a sound business practice but it also your employees through the creation of a positive working environment. Information we are verifying is sensitive and is treated with the utmost respect and kept in the strictest of confidence.

• To make an informed hiring decision with certainty and facts.
• Cost savings: employees’ time and effort, reduction of legal and financial exposure.
• Integrity & creditability: avoids the risk of becoming a target when an individual tries to cover up something in their past.
• Quality & confidence:  cost effective processes which will deliver fast and accurate results.

Yes – The types of pre-employment checks conducted, will depend on the role or position being filled and must be relevant to the requirements of the job.

Yes – We work closely with a leading GLOBAL background screening organisation. They provide us with the necessary documentation for the candidate to complete.

Criminal Record Checks, Credit Checks and Reference Checks.

Most background checks have a turn a round time of 48 hours. Where a third party is involved this could take 5 – 15 days working days.

Depending on which checks you are ordering and how many, we need to conduct those background checks with many different authorities. Each authority requests it’s own specific information and acknowledgement from you, our client, that you have given permission for your information to be released. This is for your protection, and for ours.