Your Pre-Employment Application Form
Time: within 3 business days for new clients
We are happy to do a complimentary review of any new client’s pre-employment application form to ensure that the questions asked are in line with current legislative requirements.
This not only ensures you are obtaining the information legally, but that the applicant is aware of what they need to disclose. The form you have used in the past just may not be acceptable in light of today's legislative requirements.
Employment / Character / Trade Reference Checks
Time: within 48 hours (depending on availability of referees)
With the applicant's permission, verifying their past and recent employment history as well as identifying their relevant competencies and certain behaviours can be crucial to determining their suitability for certain positions.
If an applicant has been self employed in the past, we are able to contact associates, customers and/or professionals who have regularly interacted with the applicant. We are also able to check the Company Register to validate the business.
Our reference interview questions are tailored to suit the role you need to fill – ‘one size’ does not fit all.
NZ Credit History
Time: within 24 hours
To find out whether there are any obvious reasons why the person’s financial situation might be putting them under pressure. Personal financial pressures can increase a person’s propensity to steal therefore placing your business at higher risk.
NZ Criminal History (Standard)
Time: approximately 3 business days
We verify the applicant’s disclosure with regard to their NZ criminal history and driving convictions.
(Note: The applicant is not required to disclose criminal convictions concealed by the Clean Slate Act 2004. It is important that your pre-employment application form states this clearly).
Qualifications / Academic / Professional License Verification
Time: within 48 hours (depending on the institution's disclosure policy)
Some roles require a minimum qualification, some require a professional license and/or membership - we will verify that it is genuine. Avoid adding your company to the increasing list of those being 'duped' by unscrupulous fraudsters seeing some employers as a 'soft touch'.
NZ Driver Licence Status
Time: within 24 hours
If it is intended that your candidate is going to be driving a company vehicle, we will verify the current status of the applicant's driver's licence, including any conditions placed on the licence. We can also alert you to any future changes in the status i.e. suspension or disqualification.
This will minimise the risk of any insurance claims being declined, or possible impoundment of the company vehicle (including towing and storage), if the licence holder is suspended or disqualified from driving.
NZ Demerits / Suspension History
Time: approximately 20 business days
Again, if it is intended that your candidate is going to be driving a company vehicle, we will verify any demerits against the applicant's drivers license from the past 7 years which can indicate the likelihood of them potentially losing their license in the near future.
NZ Police Vetting
Time: approximately 20 business days
(this can vary depending on the level of investigation required by NZ Police)
This is different from the standard criminal history check.
This check is designed as a more in-depth investigation into the history of the applicant whereby NZ Police may release information they have relevant to the purpose of the vetting.
It is designed for those positions that require interaction with the young, elderly and/or vulnerable people in our society.
Infinity Screening
In the event of an internal promotion or a change of role encompassing financial responsibilities, we strongly advise a re-screening. This may involve just a Credit and Criminal History check.
(Note: In accordance with privacy regulations, a new hire must consent to the initial check, plus be made aware that from time to time post-hire background checks may be performed as deemed necessary).
Screening Contracted Staff
Outsourced / Contracted staff should also be subject to the same precautionary pre-employment screening and periodic screening as your own staff. We advise this check be part of the service contract for each provider.