Talent Management 
Credentials International
- Employment Verification
- Standard Employment Reference
- Highest Educational Qualification
- Work Authorisation
- Criminal Record
- Executive Referee Interview
- Driving Record
- Credit Check
Credentials International offers cost effective and efficient Australian and international background checking and pre-employment screening of potential employees. Credentialing is fast becoming best practice in Australia’s most successful organisations. Through the detailed checking of a potential employee's past, credentialing reduces the overall cost of hiring and guarantees an improved quality and certainty of the hiring outcome. With an increase in negligent hiring, retention and defamation lawsuits; spiralling recruitment and training costs; and, an upsurge in workplace violence and theft, employers need to know as much about a potential employee as possible. Choosing the right employee will improve business performance. Choosing the wrong employee may damage your business irrevocably. Credentialing should be an integral part of your hiring process.
What is Credentialing?
Credentials International offers cost effective and efficient Australian and international background checking and pre-employment screening of a potential employee. We verify their employment history and interview referees to determine their performance and competency in the workplace. We verify their academic qualifications and check their credit record, driving history and criminal record. We also check any authority they may need to have to work in Australia.
Why Use Credentialing?
Employers can face tremendous consequences if they make a bad hiring decision. In the absence of credentialing your prospective employees, you risk your company’s assets and reputation, as well as the reputations and loyalties of your current employees. Credentialing manages that risk through the promotion of safe and profitable recruitment. Employers seek credentialing services for a number of reasons. Among them are:
- Negligent hiring lawsuits - all employers must take reasonable steps to determine that an employee is fit for a particular job. Credentialing demonstrates that due diligence and duty of care in the hiring process.
- Workplace violence: an upsurge in workplace violence and theft means every potential employee's criminal history is a major factor to consider in the hiring process.
- Protection of company reputation: a company's reputation and profitability rest largely on the quality of its employees. Hiring inexperienced, unqualified, underqualified or untrustworthy people can cause real damage to companies.
- Eliminates uncertainty in the hiring process: instinct alone is not enough to uncover a falsified employment application … and up to 30% of all job applications contain some false material! Credentialing saves time, both in the recruitment process and training process as it eliminates false starts.
- Wrongful termination lawsuits: even if a person lies in their job application, they can still sue for wrongful dismissal.
- Prevention of financial loss and other major workplace problems: theft, fraud, embezzlement and sexual harassment can be the direct consequences of a poor hiring decision. Indirect consequences, however, include the negative impact of any of these behaviours on existing employees, resulting in high employee turnover, low morale and low productivity.
- To encourage honesty in the application and interview process: having a credentialing program encourages job applicants to be honest.
Credentialing Services
Our credentialing services include:
- Employment Verification
- Standard Employment Reference
- Highest Educational Qualification
- Work Authorisation
- Criminal Record
- Executive Referee Interview
- Driving Record
- Credit Check
- Management and Director Disqualification
- Directorships and Significant Shareholdings
- Director Litigation and Bankruptcy
- Media Search
- Bankruptcy
Contact us for more information.
- What it tells you - Verification includes dates of employment, job title, direct report, reason for leaving, eligibility for rehire and salary verification. This information usually is obtained from Human Resources, Personnel or Payroll departments.
- Why you need it - This type of verification is relevant across all disciplines and all levels within an organisation. With accurate information about a candidate's previous jobs, you will employ more qualified candidates. This check confirms information and eliminates unexplained gaps in employment, thus ensuring that appropriate jurisdictions are checked for possible criminal records.
- Takes - 2-3 days
Past employers are a valuable resource when obtaining additional information on a candidate's work history, responsibilities, performance, strengths and weaknesses, salary, eligibility for rehire, general character and other important details.
- What it tells you - Our Standard Reference check includes evaluation of the candidate’s performance in 12 areas. The referees use a rating scale to grade the candidate. They also note any additional feedback on each of the 12 areas. We verify any restrictive covenants, disciplinary actions or warnings, attendance or reliability issues, claims by or against former employers, acts of dishonesty and a candidate's eligibility for rehire in a comparable role.
- Why you need it - It allows an employer to realistically assess a candidate otherwise unknown to them, thus promoting a better fit, confirming the hiring decision and identifying management and training needs at the outset of the employment contract.
- Takes - 2-3 days
- What it tells you - Verification can include highest degree, certificate or diploma awarded, major course of study and date of graduation. Academic results and attendance records are included when available.
- Why you need it - This check is particularly important in specialist disciplines as salary packages and performance level expectations are set accordingly. Fake degrees are readily accessible, so verifying academic qualifications with the educator is essential.
- Takes - 3-6 days
- What it tells you - Residency status of each candidate and verification of non-resident’s entitlement to work.
- Why you need it - Employers are responsible for ensuring that their employees are legally entitled to work in Australia. This often requires an in-depth understanding of work visa entitlements and restrictions.
- Takes - 1-2 days
- What it tells you – Credentials International provides a criminal record search encompassing all Australian states and Australian Federal Police records, excluding spent convictions. This search also will reveal any major driving offences.
- Why you need it - This information is critical for the protection of both your business and employees. It protects you from negligent hiring exposure and helps reduce the threat of workplace violence, theft, disruption and other problems. If a candidate fails to disclose a criminal conviction or if their criminal record is related to the role they are applying for, this can be a basis not to hire.
- Takes - Completed in 2-3 days. If the check goes into further enquiry, this can take up to 2-3 weeks. In this case an interim report would be issued.
Past employers are a valuable resource when obtaining additional information on a candidate's work history, responsibilities, performance, strengths and weaknesses, salary, eligibility for rehire, general character and other important details.
- What it tells you - Our Executive Check involves a comprehensive, fully transcribed, interview with an appropriate referees. We ask up to 17 performance-based questions that explore competencies, team fit, motivation and working environment. Our consultants are trained to probe where possible. The client can tailor some of these questions to suit their workplace or psychometric assessment indicators.
- Why you need it - These interviews allow an employer to realistically assess a candidate otherwise unknown to them, thus promoting a better fit, confirming the hiring decision and identifying management and training needs at the outset of the employment contract.
- Takes - 2-3 days
- What it tells you - Understanding an employee’s driving record can be of paramount importance, particularly if they are required to drive to fulfil their duties as an employee. The report includes current licence status and a description of violations. It also verifies the candidate's identification.
- Why you need it - Gives an insight into a candidate's level of responsibility, as it shows whether they are committed to meeting court appearances and/or paying fines. It also can reveal any drug or alcohol problem the candidate may have. Equally, a candidate's licence status is essential information for insurance purposes when driving a company vehicle.
- Takes - 4-6 days
- What it tells you - A basic credit check provides not only a brief credit history but the names of past employers, addresses, any other names used and any civil judgments entered against a candidate. Note: full credit checks can only be obtained when individuals are applying for credit.
- Why you need it - This assists in gauging the candidate’s trustworthiness, reliability and level of responsibility. It may help determine a candidate's suitability for a position involving the handling of cash or corporate credit cards or the exercise of financial discretion, which is relevant to any management and/or financial management role. It also can alert you to a financial situation that may have an impact on a candidate's ethics.
- Takes - 1-2 days
