NHN PRE EMPLOYMENT SCREENING

NHN provides services to a broad range of organisations ranging from government agencies, large corporations, to smaller companies. Our services are utilised across all industry types with the level of screening dependent on the employee’s responsibilities and requirements. NHN understands corporations have all sorts of different dynamics with some clients operating an all encompassing screening policy, where others select individual parts of our service.

Our primary aim is to form close working relationships with our clients so that we become an integral part of their recruitment process, assisting them in achieving their goals, and providing protection for their company. Our thorough processes and systems are fully compliant with privacy legislation and through the use of technology, we strive to deliver accuracy and efficiency at all times. We believe NHN sets a competitive price for all services provided.

The Managing Director of NHN, Scott Cook, is a former Leading Detective with the NSW Police Service and through his expertise, experience, and professionalism has combined this with the best practices available in screening systems to provide the most efficient employment screening services possible.
 
WHY USE NHN?
 
As a major supplier of professional services to business corporations, NHN is known for its commitment to providing ethical and reliable pre employment screening. Our wealth of qualified investigators and experienced management means we pride ourselves on our ability to get results. The professional approach used by NHN combined with our integrity has built us strong relationships with our clients who know we conduct our activities with the highest discretion and confidentiality.  
 
WHY IS PRE EMPLOYMENT SCREENING REQUIRED?
 
Pre employment screening goes beyond the standard application and interview practice. NHN Pre Employment Screening draws on widespread resources and systems that are designed to uncover the factual information that a company requires in order to make an informed decision during the hiring process. As with any investigation, the more information that is obtained and evaluated, the greater the chance of reaching the correct decision on whether or not to employ any given individual.

Research has shown a quarter of job applicants provide intentionally misleading information in their applications in order to increase their success of appointment. NHN have professional processes in place to assist in exposing untruthful information supplied by subjects. NHN will assist in protecting your company from subjects who may present deceptive and inflated claims in their CV or in their interview and possibly go on to cause irreparable damage to your organisations reputation and integrity.

The NHN team are trained to analyse the information received rather than accepting information on face value. NHN has no financial interest in any given subject and only supply the verified facts. This is so you, as our client, can make the most informed decision regarding this process. The benefits of our thorough employment screening process include:
 
NHN has no financial interest in any particular subject and provide a totally unbiased and independent report based on the facts revealed.
 
Avoid "negligent hiring" claims by your insurance company and satisfy best practice compliance issues (including the Australian Standard regarding “due diligence”).
 
Reduction in costs and staff turnover by employing the right candidate at the first available opportunity.
 
Minimise the risk of professional misconduct, theft and fraud.
 
Protect your organisations integrity and reputation.
 
NEGLIGENT HIRING/DUE DILIGENCE
 
Employers that do not implement suitable employment screening practices may be liable for a legal claim of “negligent hiring”. This may lead to civil litigation or insurance policy claims being denied. Due Diligence carried out will ensure that a company has conducted the necessary investigations to protect itself against such claims. Fraud is commonplace in the employment environment and is often used by candidates to obtain employment. To prevent fraud, NHN recommends screening services for all potential employees. The type of pre employment screening required will depend on the position being sought.
 
IMPOSITION OR INQUISITION
 
Enquiries at NHN often ask whether we are simply here to detect and reveal untruthful persons and thus illuminate them as fraudsters. Our objective is to protect our client. The candidates subjected to the background screening process are usually preparing for offers of employment or letters of appointment. It is disheartening to discover that a prospective employee has failed the pre-employment screening test. NHN, as an independent party, is only engaged to provide the factual information which will assist our client to make a decision regarding the candidate’s suitability for employment.
 
REFERENCE INTEGRITY
 
The source of a reference is the principal concern for verification. With technology advancing rapidly in today’s technological world, qualifications can be forged, company logos and letterheads can be reproduced and telephone calls transferred. NHN will investigate and confirm the integrity and the source of the reference. Candidates are also requested to supply details of managers for verification and this forms an important part of the candidate authority.
 
WHAT LEVEL OF SCREENING IS REQUIRED?
 
The level of screening required will depend on the type of organisation the client is the position to be evaluated. The financial industry, for example, is now governed by APRA's "fit and proper persons" standard which is quite thorough in it's hiring due diligence requirements. The pre-employment screening required will depend on whether they work in a low sensitivity environment, or if they are privy to sensitive or protected information, private client files or financial data.
 
PACKAGES
 
NHN has developed three packages to meet the various levels of screening within an organisation. Our Basic Package has been designed for entry/general level positions. Our Corporate Package for mid level positions. Our Executive Package for senior management positions. All our searches include address and electoral role confirmation. Alternatively, we can customise a package to meet your specific requirements or you can order individual search components as needed. All reports include NHN unique reporting format, making our reports easy to read by highlighting important information and discrepancies.
 

BASIC PACKAGE

 

Employment History (previous 5 years)


Employment References - Basic Level (up to 3)


Educational Qualifications (all listed)


Criminal Record


Entitlement to Work

 

CORPORATE PACKAGE

 

Employment History (previous 10 years)


Employment References - Corporate Level (up to 5)


Educational Qualifications (all listed)


Professional Qualifications & Memberships (all listed)


Criminal Record


Entitlement to Work

 

EXECUTIVE PACKAGE

 

Employment History (previous 10 years)


Employment References – Executive Level (all listed)


Educational Qualifications (all listed)


Professional Qualifications & Memberships (all listed)


Criminal Record


Entitlement to Work


Management & Director Disqualification


Directorships & Significant Shareholdings


Director Litigations & Bankruptcy


Media Search

 
COSTS
 
Costs will vary depending on the package sought. NHN welcomes any inquiry regarding its packages, or suitability of a tailored package. Please contact our office for costs regarding this information.
 

SEARCH DESCRIPTIONS

 
ASIC BANNED AND DISQUALIFIED REGISTER
 
A search of the ASIC Banned and Disqualified Registers (AFS Banned/Disqualified Persons, Disqualified Persons, Banned Security Representatives and Banned Futures Representatives) identifies subjects who are disqualified under the Corporations Act from managing corporations. NHN will identify current and past disqualifications.
 
BANKRUPTCY
 
A search of the Australian National Personal Insolvency Index database confirms if an individual has been declared bankrupt and recorded with the Insolvency and Trustee Service Australia. This information is relevant to individuals holding responsible management positions with financial control.
 
BASIC CREDIT CHECK
 
Credit information on a subject can reveal how an individual handles financial reliability and responsibility. NHN uses a number of databases to access public record information relating to the individual's credit history, bankruptcies, court judgments, plaintiffs, summons and defaults tied to an individual by association. Some aspects of this search are not available in all states. It is important to note that in Australia, a full credit check can only be carried out on an individual for the purposes of giving credit and must have the individuals consent.
 
CRIMINAL RECORD
 
A criminal record can directly affect an individual's ability to perform certain roles. An employer may decline to employ a person on the basis of a criminal record if it is related to the requirements of the specified position. A criminal record search will reveal all criminal offences in Australia, in accordance with the spent conviction scheme. NHN is a registered organisation with the NSW Police and AFP Police, and as such are able to expedite criminal history requests.
 
DIRECTOR LITIGATION AND BANKRUPTCY
 
Litigation against a Director can provide an important indication of that individual's responsibility and how they fulfil their obligations. NHN can research publicly available information regarding defaults and court actions taken against an individual in their capacity as Director.
 
DIRECTORSHIPS AND SHAREHOLDINGS
 
A individual's current directorships and significant shareholdings can be of concern relating to conflicts of interest. NHN can research these associations to ensure that your company interests are not exposed to legal action. A subject’s execution of duties as a Director can reveal considerable insight into their skills and experience. NHN search identifies whether any of these companies have had an administrator appointed or have been deregistered.
 
DRIVING RECORD
 
Driving as a requirement for the position sought should include a licence and driving history check. NHN can provide this search on behalf of the employer. In addition NHN can ascertain heavy vehicle and Work Cover licences and certificates for the subject.
 
EDUCATIONAL QUALIFICATIONS
 
The majority of occupations require specific educational qualifications. Positions of responsibility and salary packages can be set accordingly. Failing to verify this information can result in having unqualified people in positions they don't deserve or cannot perform. NHN research will verify any level of educational qualification, from Higher School Certificate onwards. NHN verify the institution attended, dates of enrolment, the qualification awarded and the date of graduation.
 
EMPLOYMENT HISTORY
 
Regrettably, candidates can be untruthful about their previous employment history. Confirmation of a subject’s employment history enhances your guarantee of employing the right person. NHN will verify who the candidate reported to and the candidate's dates of employment, positions held, remuneration, responsibilities and reason for leaving.
 
EMPLOYMENT REFERENCES – BASIC LEVEL
 
NHN Basic Level reference checks have been developed to meet the information and management requirements of lower level positions. NHN ask a series of performance/behavioural based questions that investigate how the candidate performed in their previous position. NHN also verify disciplinary actions, warnings, attendance issues, reliability issues, claims by or against their former employer, acts of dishonesty and eligibility for rehire in a comparable position. By investigating up to three employment references over the previous five year period, NHN provide you with a beneficial view of an individual's past performance.
 
EMPLOYMENT REFERENCES – CORPORATE LEVEL
 
NHN Corporate Level reference checks have been designed to meet the information and management requirements for mid level positions. NHN ask a series of performance/behavioural based questions that investigate how the candidate performed in their previous position. NHN also verify disciplinary actions, warnings, attendance issues, reliability issues, claims by or against their former employer, acts of dishonesty and eligibility for rehire in a comparable position. By investigating up to five employment references over the previous ten year period, NHN provide you with a beneficial view of an individual's past performance.
 
EMPLOYMENT REFERENCES – EXECUTIVE LEVEL
 
NHN comprehensive and detailed Executive Level reference checks have been designed for senior and upper management positions. NHN investigate extensively across a range of performance and behavioural attributes that have been specifically targeted to meet the information and management requirements of hiring senior level executives. NHN also verify any disciplinary actions or warnings, attendance or reliability issues, claims by or against their former employer, acts of dishonesty and their eligibility for rehire in a comparable role. By investigating up to five employment references over the previous ten year period, NHN provide you with a beneficial view of an individual's past performance.
 
ENTITLEMENT TO WORK
 
It is the employer's responsibility to ensure that every individual they employ is legally eligible to work in Australia. NHN check the residency status of each candidate and we verify the non-resident's work visa restrictions or conditions through the Department Of Immigration and Multicultural Affairs.
 
IDENTITY
 
An identity check is essential in fraud prevention. The identity check forms a useful appendage to other background investigations that rely on a name verification. NHN identity check is based on the Financial Transaction Reports Act 1988, 100 Point Identification Check. NHN obtains appropriate identity documentation to verify the name, date of birth and address against a wide range of data including an electronic telephone directory search, an electoral role search, or property search.
 
MANAGEMENT AND DIRECTOR DISQUALIFICATION
 
An individual can be banned by the ASIC from being involved in the management of a company and from acting as a Director. A person can also be disqualified from taking any direct or indirect role in the management of any company due to bankruptcy or as a result of being convicted of certain dishonesty offences in any jurisdiction. This search confirms that the subject is not disqualified under these provisions and can legitimately occupy these responsible roles.
 
MEDIA SEARCH
 
A persons individual media profile can take in professional and personal activities. NHN can conduct an Australian media search which may reveal public activities or images of the potential employee. A comprehensive media search includes electronically available national newspapers and regional sources from areas the individual has previously worked.
 
MEDICAL REPORTS
 
Pre-employment medical assessments ensure that prospective employees are fit to perform their work without placing themselves or others at risk of injury or illness. They also provide the opportunity for early detection, treatment and prevention of disease or injury. An assessment involves taking a detailed medical history, performing a comprehensive physical examination and additional tests. The benefits of these reports is to ensure the applicant can safely undertake the inherent requirements of the job without putting themselves, their fellow employees or the public at risk of illness or injury. In addition it enables adherence to occupational health and safety regulations and meet a duty of care.
 
PROFESSIONAL QUALIFICATIONS AND MEMBERSHIPS
 
Mandatory professional qualifications and memberships are key requirements for many positions. NHN will investigate the type of professional qualification or membership claimed, the attendance dates and graduation dates if required.
 

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