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Credential verifications enable you to verify if your candidate has the work experience, the education qualifications, the professional memberships and or trade licences they state they have. Credentials may be essential to your company reach its goals and safeguarding your reputation.
At Sterling RISQ, we go directly to the source to objectively verify credentials thus quickly giving you the assurance you need to be able to onboard your candidates with confidence. Detailed reference checks with managers can also be conducted to ensure you have a full view of the candidate, what behaviours did they demonstrate in their past roles, what are their strengths areas for improvement.
Driving Record
Does the candidate hold a valid driver’s licence? What is the driving history of the candidate?
Driver risk management has become a critical business issue for many organisations, with the recognition that it affects your reputation, budgets, profitability and the safety of our communities at large. This verification reveals whether an individual’s driving licence is valid, has accrued any demerit points and/or traffic infringements.
Education Verification
Does your candidate have the relevant or indeed essential educational qualifications for the role?
Specific educational qualifications are required for many positions of responsibility, and salary packages are set accordingly. Failing to verify this information can result in having unqualified people in positions in which they are unable to perform or having people remunerated incorrectly. There is an alarming increase in the number of Degree Mills where false degrees and qualifications are readily available.
This search verifies that the candidate has obtained an education qualification from an accredited institute. The dates of attendance, the qualification awarded, and the graduation date are all confirmed in this search. This search is essential for many roles particularly as it will confirm the integrity of the candidate should the information be proven to be false.
Employment History
Is the employment history declared by the candidate true and factual?
One’s past work experience may be a key factor in the selections process. Industry statistics show that approximately one-third of all resumes are falsified with many candidates embellishing aspects of their employment history in a bid to gain a position. Common embellishments are titles, responsibilities and tenure. Additionally, candidates may extend their time in positions to hide a job they may have been dismissed from or a period of unemployment.
Sterling RISQ will contact the Human Resource or Payroll department of former employers to verify the dates of employment, positions held, details of any promotions, reason for leaving and the name of the previous line manager. Any variance in information gathered compared to what the candidate has declared will be alerted to you. Employment History verifications provide exact, accurate and un biased information to employers.
Employment Reference
How has the candidate behaved in their previous roles?
Often, how a person has performed in the past is a strong indicator of how they will perform in the future. References uncover the behaviours the candidate demonstrated in their previous roles, how they interacted with others and how they acted in different circumstances. Additionally, references provide a contextual frame to the employment history. References also assist by making you aware of the candidate’s strengths, areas for improvement and motivating factors.
Our personal verifications officers contact the appropriate referee and ask a range of performance and behavioural questions specifically targeted at being able to understand how the candidate performed in their role and what sorts of behaviours they demonstrated. Questions asked can be tailored to suit our client’s particular requirements. This search is important for all potential employees.
An e-reference option is available should this be aligned with you background screening policy.
Entitlement to Work
Is your candidate eligible to work?
It is an employer’s responsibility to ensure that every individual they hire is legally eligible to work in country. Allowing an unlawful non citizen to work or a non-citizen to work in breach of a visa, depending on severity, may result in imprisonment or fines. These penalties may also apply for referring someone e.g. recruitment agencies. We will confirm whether or not the candidate is entitled to work in country and/or provide details of any limitations attached to a work visa.
Professional Memberships
Is your candidate a current or past member of a professional association?
Specific professional memberships may be essential and/or a key requirement for many roles, failing to verify this information can result in having unqualified people in positions in which they are unable to perform or having people remunerated incorrectly.
Our researchers will verify the type of professional qualification and/or membership received, the currency of the membership and any disciplinary records on file.
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Contact Our Offices
AUSTRALIA
Suite 902, Level 9
50 Berry St
North Sydney 2060
Australia
Phone: +612 9392 8888
SINGAPORE
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#10-1 United Square
Singapore 307591
Phone: +65 6352 7390
CHINA
Beijing
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No.41 East Fourth Ring Middle Rd
Chaoyang District
Beijing, China 100025
Phone: +86 4006 516 177
Shanghai
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No. 500, Guangdong Road
Huangpu District
Shanghai, China 200001
Phone: +86 4006 516 177
MALAYSIA
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West Wing, Wisma Consplant 1,
No. 2, Jalan SS16/4, 47500 Subang Jaya,
Selangor Darul Ehsan
Malaysia
Phone: +603 5630 1125
PHILIPPINES
5/F Science Hub Building, Tower 4
McKinley Hill, Taguig City
Philippines 1634
Phone: +63 (02) 7795 9229
Hong Kong (SAR)
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1 On Hing Terrace,
Central, Hong Kong
Phone: +852 2525 2331
Taiyuan
503 Bldg.2, Zhulian Tower
No.129 Changfeng Street
Xiaodian District
Taiyuan, China 030006
Phone: +86 4006 516 177
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