Practice 2
Personnel security and staff risk
Most internal incidents begin not with intent but with a decision to hire someone into a role they are not ready for, or to grant access that nobody ever reviews again.
The client's situation
- Hiring into a role with access to money, goods, data or the client base.
- A CV that looks convincing and cannot be checked against anything.
- No procedure for reviewing access on transfer or departure.
- A private client needs to vet a nanny, a driver or household staff.
What is usually at stake
- Material losses and leaks that cost many times more than the screening.
- A conflict of interest discovered only after the deal.
- The employer breaking the law itself if screening is done without consent.
- For a private client — the safety of the family and the home.
The applicable approach
Screening with written consent
Verification of the data provided and a search for adverse information in open and lawfully accessible sources.
Behavioural analysis
A separate procedure based on bank transactions, only with the subject's written consent; it can be part of the wider package.
Polygraph — through partners
Examinations are carried out by certified specialists. We arrange and accompany the procedure rather than replace the examiner.
Procedures, not one-off checks
Segregation of access, rules for review on transfer, and an exit procedure for roles with material responsibility.
Format of the deliverable
- A candidate report: what was confirmed, what was not and what cannot be verified.
- A risk assessment of the role: which access rights create exposure.
- Hiring, access and exit procedures where the engagement covers process.
Lawful boundaries
- A candidate or employee is screened only with their written consent. Without consent we decline the task.
- We do not collect information about private life, health, beliefs or membership of organisations.
- A report is not grounds for discrimination: the hiring decision belongs to the employer, and so does responsibility for it.
FAQ
Can a candidate refuse to be screened?
Yes. Screening is voluntary and requires written consent. A refusal is not in itself an adverse fact — how to read it is the employer's decision.
How long does screening a candidate take?
It depends on scope: basic verification is faster than screening with additional procedures. The exact timeline is fixed before work starts.
Not sure which practice your situation belongs to?
Describe it in two or three sentences — we will tell you whether we are applicable and what the next step is.