Accident Compensation History

Manage your business risk if the candidate is prone to injury. By verifying a candidates accident compensation history, you will be able to assess persistent claimants, assess if a candidate is appropriate for the role and able to carry out the role they are being recruited for. The report covers the candidates claim history from 1992 onwards.

Personal Credit Check

Manage your financial risk and establish if a potential employee is dependable and trustworthy and does not possess a potential motivation to commit  fraud to pay personal debts. Check the applicants three last known addresses and information of previous credit enquiries including adverse information, payment defaults, collection actions, court judgements or bankruptcy.

Police Criminal History Checks

Identify any offences and criminal convictions in New Zealand. Expose any convictions that would be a risk to the responsibilities of the position. Establish if your candidate has spent time in prison, has used alias names or been convicted under another name. * Please note that the New Zealand Criminal Records (Clean Slate) Act 2004 will apply in most standard pre-employment screening cases.

Driving Conviction Search

Identify any driving offences and criminal convictions in New Zealand. Expose any convictions that would be a risk to the responsibilities of the position. Establish if your candidate has spent time in prison, has used alias names or been convicted under another name.

Driver Licence Check

Check the status of a candidates drivers licence including classes, restrictions, conditions and endorsements recorded against the licence. Ensure that your candidate has the correct driving licence classes or endorsements to complete your role. Clarify what type of vehicle and under what conditions their licence allows so that you are legally covered should they drive your motor vehicle.

Independent Identity Verification

Confirm the candidate is who they say they are. Confirm name, address and given residential telephone number.

Employment History Check

Benefit from verification of a candidates employment history, including dates of employment, employment attendance, re-employment status, supervisor details and reasons for leaving. Identifying any discrepancies of past employment will give you the confidence to make better hiring decisions.

Employment Court Judgements

Determine if a candidate has participated in a personal grievance either through the Employment Relations Authority or the Employment Court. Knowing their past claims will help to identify if they are persistent claimants or one-off cases.

Educational Qualifications

Sighting a certificate is not enough. Confirm a candidates statement of their tertiary qualifications and attendance at educational facilities. Verify that the applicants international qualifications have been assessed by the New Zealand Qualifications Authority and meets New Zealand standards.
Ensure the qualifications are real, your candidate has the educational knowledge from an authorised educational institute.

Financial Verifications

Will your candidate have access to and control of your money, your business assets, your company credit card, your customers commercial information? A financial analysis of your candidate includes: directorships, other commercial interests, conflicts of interest, banned director or manager, insolvency, personal property securities and defaults.

International Verification

Verify information overseas for new candidates coming into New Zealand or New Zealanders retuning from work overseas.

New Zealand Immigration Status

Verify that your candidate has a proper work permit or visa to work in New Zealand. Recent changes to the Immigration Amendment Bill places responsibility on employers to ensure that the candidate has the correct working visa before employing them. The "reasonable excuse" provision is to be removed.

New Zealand Telephone Database Check

Benefit from an audit of a nationwide database of current and past classified advertising, providing a discreet way to gain several types of information: candidate's contact details, their sources of supplementary income and an insight into their lifestyle and recreation activities.

Police Vetting

Does your organisation employ people who are responsible for providing care to children, older people and more vulnerable members of society? Check if your candidate has displayed behaviour that could be detrimental to the safety and wellbeing of others.

Traffic Offences History

Verify your candidate's traffic offence history, including any demerit point suspensions up to 7 years old, traffic convictions, sentencing from convictions and the number of demerit points on their licence. It can be critical to know if a candidate is likely to lose their licence from demerit points soon after starting employment. Gain an insight into a driver's behaviour in regard to speeding or dangerous driving before you choose to have them displaying your brand.

Trade and Professional Licences and Memberships

Verify the candidate's trade and professional licences and memberships to ensure that their membership is valid and current. Knowing when the licences expire allows management of your liability if the licence is critical to your brand or business productivity.

Worldwide Media Search

A canvass of worldwide media sources checks for any potential that negative reports or mentions in the public arena. Exposure of personal life in the media can have damaging consequences for your brand and company.