Our New Zealand Screening Services
Accident Compensation History
By verifying a candidate's accident compensation history, we enable you to manage your business risk if the candidate is prone to injury in the particular role you are recruiting them for. You will be able to assess persistent claimants, assess if a candidate is appropriate for the role and able to carry out the role they are being recruited for.
We can report on your candidate’s claim history back-dated from 1992 onwards, documenting the Case Number, Claim Status, Date of Incident, Claim Type, Injury Description and whether actual time was time taken off from work.
Personal Credit Check
Knowing your candidate's personal credit history allows you to manage your financial risk and establish if a potential employee is dependable and trustworthy and does not possess a potential motivation to commit fraud to pay personal debts.
Our Personal Credit Check provides you with information which allows you to:
• Confirm a credit applicant's full name and date of birth
• Identify any known alias names
• Analyse adverse information on an applicant over the past 5 years:
- Payment defaults
- Collection actions
- Court judgments
- Bankruptcy Information
- Public notices and file notes
• View the applicant’s three last known addresses
• View information of an applicant’s previous credit enquiries
Criminal History Search
We identify any offences and criminal convictions in New Zealand and expose any convictions that would be a risk to the responsibilities of the position. Our search will establish if your candidate has spent time in prison. We also can identify if your candidate has used alias names and been convicted under another name.
* Please note that the New Zealand Criminal Records (Clean Slate) Act 2004 will apply in most standard pre-employment screening cases.
Driving Conviction Search
We identify any driving offences and criminal convictions in New Zealand and expose any convictions that could be a risk to the responsibilities of the position. Our search will establish if your candidate has spent time in prison. We also can identify if your candidate has used alias names and been convicted under another name.
* Please note that the New Zealand Criminal Records (Clean Slate) Act 2004 will apply in most standard pre-employment screening cases.
Driver Licence Check
We check the status of a candidate’s driver's licence including classes, restrictions, conditions and endorsements that are recorded against the licence. This will allow you to ensure that your candidate has the correct driving licence classes or endorsements to complete the role they are being considered for. We can advise you if their driver license only allows them to driver an automatic car and what conditions they have so that you are covered legally when they drive your motor vehicle.
You will also be able to assess if they are able to get to work from where they are residing, if they do not have the correct driving licenses and no access to public transport nearby.
Driver Licence Status Monitoring
During your employee's time with you, an alert can be sent advising that your employee's driver licence status has changed or restrictions have been imposed on that licence. Continual risk management of your employee’s driving license status will ensure you know that they can legally drive for the role they are being employed to do.
Employment Court Judgments
We determine if a candidate has participated in a personal grievance either through the Employment Relations Authority, the Employment Court or other prior established authorities (from 1987). Knowing their past claims will help to identify if they are persistent claimants or one-off cases. It allows you to discuss this with your candidate and gives you the knowledge to make the right decisions.
Employment History
This provides thorough verification of a candidate’s employment history, including dates of employment, employment attendance, re-employment status, supervisor details and reasons for leaving. For example, identifying that the most recent supervisors are not listed as nominated referees should raise questions. Identifying any discrepancies of past employment will give you the confidence to ask further questions of your candidate and make better hiring decisions.
Employment Reference Checking
(including Competency-Based Reference Checking)
Research acknowledges that past employment behaviour is a prediction of future performance. While no one can ever guarantee someone's future performance, proper reference checking using behavioural information against selected competencies can provide employers with relevant information to consider. Put together with your assessment and recruitment processes, you can then make an informed choice about a potential employee.
Educational Qualifications
Just sighting a certificate is not enough in today’s environment - we confirm or refute a candidate's statement of their tertiary qualifications and attendance at educational facilities. We verify that the candidate's international qualification/s has been assessed by the New Zealand Qualifications Authority and meets New Zealand standards.
Highlighting fictitious or inconsistent descriptions of a qualification will allow to you be confident that the candidate's qualification is not derived from a “diploma mill” and ensures that they have the educational knowledge for the skills that they say they have, from an educational institute that is authorised to confer qualifications to individuals.
Watch the Managing Director of Resumé Check being interviewed by Campbell Live, TV3, about qualification fraud
Financial Verification
Will your candidate have access to and control of your money, your business assets, your company credit card your customers’ commercial information? A financial analysis of your candidate includes: directorships, other commercial interests, conflicts of interest, banned director or manager, insolvency, personal property securities and defaults.
Independent Identity Verification
We confirm the candidate is who they say they are. We confirm name, address and given residential telephone number.
We use the Australian 100 points Identity Scoring System that is recommended in the Australian ISO standard AS 4811-2006 for Employment Screening.
International Verification
Our experience and global contacts enable us to easily search and verify information overseas for new candidates coming into New Zealand or New Zealanders retuning from work overseas.
Click here to find out more about our International Services
New Zealand Immigration Status
If the candidate has advised you that they have a proper work permit or visa to work in New Zealand, we will verify that for you to help you comply with current changes to the Immigration Act.
Recent changes to the Immigration Amendment Bill places responsibility on the employers to ensure that the candidate has the correct working visa before employing them. The "reasonable excuse" provision in the law that means that employers are not held liable if they unwittingly employ someone without a valid work visa, however this provision is to be removed.
See media article
Onus on employer to check work visa
New Zealand Telephone Database Check
We conduct an audit of a nationwide database of current and past classified advertising, which provides a discreet way to gain several types of information, such as a candidate’s contact details, their sources of supplementary income and an insight into their lifestyle and recreation activities.
Police Vetting
Does your organisation employ people who are responsible for providing care to children, older people and more vulnerable members of society? We check if your candidate has displayed behaviour that could be detrimental to the safety and wellbeing of others.
Landlord Reference Checking
We check if your prospective tenant is in good standing with previous landlords and property managers and verify their credit rating with regards to rental payment history. We also check the details of their behaviour during their tenancy, to ensure that you will not be faced with the consequence so of irresponsible or even criminal behaviour.
Click here find out more about our new Tenant checking products.
Driving Demerit Points and Suspension History
We can verify a candidate’s demerit points and suspension history up to 5 years old. Traffic convictions can only be confirmed by doing a criminal and driving conviction check with the Ministry of Justice.
This report will highlight if a candidate is likely to lose their license from demerit points soon after starting employment, which is crucial knowledge if driving a vehicle is critical to the role and your company’s productivity. This report also gives an indication of a driver’s behaviour, particularly in regard to speeding or dangerous driving, which is especially important if he/she will be transporting your brand.
Trade Professional Licences and Memberships
We will verify the candidate's trade and professional licences and memberships to relevant associations to ensure that their membership is current. Knowing when the licenses expire allows management of your liability if the license is critical to your brand or business productivity.
Worldwide Media Search
We will canvass worldwide media sources and check that a candidate does not have a negative report or mention in the public arena. Especially with regards to Board-level positions, exposure of personal life in the media can have damaging consequences for your brand and company.
Our knowledge bank has more than 14,000 sources from more than 159 countries in 22 languages, including more than 400 continuously updated newswires. Additionally, over 2,300 sources are available on or before the date of publication.
Tenancy Tribunal Order Check
A search of tenancy orders made by the New Zealand Tenancy Tribunal will identify the record of any issues with your potential tenant's prior history or any detailed issues that went before the Tenancy Tribunal.
The Tribunal can hear any tenancy dispute specified in Section 77 of the Residential Tenancies Act 1986, but with a maximum of $12,000.
Not all orders will be publicly available due to legal requirements or an adjudicator's decision not to publish. Most decisions from February 2007 can be accessed and will be available for 36 months.
Click here to contact us to discuss your screening requirements.
