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There is much data to show the benefits of background checking potential staff outweigh the investment, and there are many new companies arising in this growing market. But how do you find the most compatible provider for your business for this crucial role? If people are at the heart of your organisation, then the provider who is charged with uncovering intricate details of the background of your team deserves nothing but the greatest of considerations and there are some simple things you can look for.

https://www.peoplecheck.com.au/why-peoplecheck/selecting-compatible-background-checking-provider-business/
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Read our December CheckMate!

Read about the fake nurse who was caught working in Emergency and Intensive Care without any medical training; see what advocates for the disabled are saying about vulnerable persons checks; get informed of PeopleCheck's Christmas trading hours; discover the simple things to look for in selecting a background checking provider, including why candidate involvement such as requesting their own police check poses such a risk; and learn about New Zealand vulnerable persons criminal history checks in our product spotlight.

http://mailchi.mp/peoplecheck/peoplecheck-communication-3170329
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The South Australian Government's newly appointed Chief Information Officer, Veronica Theriault, has been dismissed and charged with dishonesty offences as it was alleged she heavily embellished her resume to secure her position at the Department of the Premier and Cabinet.

The lengths Ms Theriault went to are alarming! From allegations of a falsified resume and lies told; to allegations of multiple identities, fake payslips from previous employers and posing as her own referee!

Past experience of dishonesty can be a good indicator for the future, as in the case of Ms Theriault’s recent alleged dishonesty in her role at the DPC after her questionable actions in order to secure the position. This case highlights the importance of having a comprehensive background checking policy in place to ensure that you are not hiring unqualified and/or inexperienced employees that could potentially put your organisation at risk! It also shows how important it is to look at background checking holistically and assess various areas of a candidate’s background such as previous work experience, identity validation and references, not just a criminal history check!

Some of the articles relating to this case study are provided below.

https://www.peoplecheck.com.au/media-watch/article-two-fraudsters-use-fake-credentials-win-senior-public-servant-jobs-shared-services-sa/

https://www.peoplecheck.com.au/media-watch/article-sa-government-cio-veronica-theriault-charged/
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A recent background check undertaken by PeopleCheck on a CFO within the Professional Services industry involved a verification of their qualification. The candidate provided a degree certificate which indicated that they had completed their Business Administration degree through a university in the United States; however, when our Research Specialists commenced enquiries, we discovered that said university lacked an online presence. Not a good sign!
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This edition of UpClose summarises the Banking Industry Conduct Background Check Protocol ("Protocol") that the Australian Banking Association implemented in July of this year. The protocol allows banks access to more information on prospective employees, in order to prevent rogue employees seamlessly hopping from bank to bank when they could have a history of financial-related misconduct.

PeopleCheck has reviewed the protocol for you and provided key details in order to assist in determining your obligations with respect to your background checking program.
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Read our October Newsletter – CheckMate

Read about the PeopleCheck Porkie where a criminal record was returned for a Tax Consultant under an alias name that was never declared; discover the alarming statistics of internal crime perpetrating through law firms, along with the evident lack of risk management; and learn more about the Australian Banking Industry Conduct Background Check Protocol, and how PeopleCheck can assist with implementing these requirements.
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A Canadian teacher was allowed to work at an international school in Beijing for 6 years, despite revoked qualifications in Canada for abusing children. This is not the first time foreign teachers were found to be pedophiles working in schools over recent years. Similarly, in 2012, a foreign teacher working in Beijing turned himself in to authorities after it was revealed via social media he was a fugitive with sex offences and possession of child pornography from 2000 to 2002 in the UK.

Although China has such a high demand for foreign teachers to teach English, there is a short supply which means schools often speed up the recruitment process contributing to an employee’s background not being carefully checked or in some cases, “over-looked”.

Gaps in the background checking system (particularly in schools) does not stop in China; this is a global issue and one that is current in Australia. Educational institutions need to ensure they are running efficient and stringent background checks on all teachers and volunteers in order to keep children safe.

The article further highlights the importance of employers considering conducting international background checks in the countries where a candidate has lived, worked or studied in order to uncover any crimes offshore that could have otherwise been left undiscovered.
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PeopleCheck recently conducted an Employment Verification on a candidate in the software industry where Human Resources returned a list of “red flags”, enough to scare away any potential employer!
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There is an abundance of Australian case studies in the media that reveal criminals acting as volunteers in order to prey on an organisation and the people these organisations aim to assist.

This edition of UpClose explains the importance of undertaking police checks on volunteer employees, particularly within schools and not-for-profit organisations. Many organisations do not realise that volunteer police checks are significantly cheaper than standard police checks and the small cost far outweighs the risks to members of our community we should be protecting. However, do keep in mind that in many cases, legislation requires a Working With Children Check and that a Police Check and Working With Children Check are two very different checks.
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PeopleCheck recently undertook a Police Check on a candidate who dragged out the background checking process in order to delay the inevitable: the return of a lengthy criminal record!
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