Personnel Profile Specialists Ltd

Past behaviour can be a predictor of future behaviour. With the significant investment you make in hiring and training someone, avoiding the costs associated with a poor decision is essential. A bad hire can result in inconvenience, financial losses, fraud, risk to other employees or loss of reputation and customer confidence or even potential legal risk if the individual is unqualified for the position and a mistake causes an accident

In a tight labour market there is pressure to quickly fill a role before the available applicants are snapped up elsewhere. However, a poor hiring decision may not only incur costs related to dismissal or potential risks of a personal grievance, but there are also the costs and time loss associated with re-hiring and training. Recruiting dishonest, unqualified or inexperienced employees could also leave your organisation exposed to fraud, theft, danger to other employees or customers, loss of shareholder confidence or loss of reputation.

Pre-employment checks should be a fundamental part of your recruitment process. It is an easy to undertake and a cost-effective way to protect your business, its assets and reputation.

Using PPSL to complete your screening provides a complete and consistent suite of checks, that gives fast and comprehensive data on each candidate. Results will be standardised across your organisation so can have confidence that all hiring managers are covering all of the bases.

We take care of the administrative risk assessment functions leaving internal HR personnel to focus on ingress and egress of staff and training and other functions that add value and leave managers to focus on the matching candidate to skill set requirements and personality fit to the team and management style.

Our experienced staff provide independent and unbiased, providing objective, impartial information and can aid you in interpreting the information that comes to light through years of experience.

PPSL are New Zealand-owned and operated, so we thoroughly understand New Zealand employment legalisation and privacy obligations.

The process is simple: either use one of our standard screening choices or we can tailor something that suits your industry or specific role types.

Candidates are able to complete an online application form which provides us with the information we need to complete the report as well as the consent required to ensure Privacy Act compliance.

Absolutely - The New Zealand Privacy legalisation requires the consent of the candidate, in order to collect and use the their personal information and collect any evaluative information, for determining the candidate's suitability for employment.

Background screening has become an accepted standard process in recruiting. We, at PPSL are very aware of the sensitive nature of the information we are dealing with are very focussed on ensuring that we treat all information with strict confidence and respect. Candidates are able to gain access to the information gathered and may discuss it with us if they require.

Most reports are returned in 48 hours but as some information is gained from third parties we are bound by their data availability. Similarly when completing reference checks we are constrained by the availability of the referees

Prices vary accordingly to the recommended screening packages. Please contact us to discuss your needs and pricing by calling 0211233217

Absolutely. We have contacts with data providers across the globe and can provide you with the necessary consent forms upon request.

We are able to provide you with suggested template reference check questions or able to use your existing ones.

We independently validate that the nominated referee works for the stated company and query the relationship of the candidate and referee to ascertain relevance. The aim is to ensure that the referee is who they say they are and is the person we want to speak to and qualified to speak to the competency of the candidate.

If the referee has indicated that they do not wish for their information to be disclosed to the candidate or employee, then you can refuse disclosure based on section 29 of the Privacy Act relating to evaluative information.

PPSL in focussed on providing you with risk management data to assist in the recruitment making decision process. We do not review the skill set of the candidate nor match skill set to the requirements of the role or obtain data regarding their personality fit to the hiring manager and the rest of the team. We provide objective and impartial information on your candidates to ensure that you are able to make informed decisions about bringing new employees into your company and can manage the risks in doing so.

This Act of Parliament was enacted to enable individuals with less serious offences and who have maintained a clean criminal record to 7 years or more to put their past behind them by masking prior convictions from the published record. The Clean Slate Act does not conceal more serious convictions.

The following link to the Ministry of Justice website provides comprehensive data relating to the Act www.justice.govt.nz/criminal-records/clean-slate/

No, the Privacy Commissioner has recommended that it would not be appropriate to do this. A candidate is not required to divulge this information and neither are the Police.

For further information, visit: www.privacy.org.nz/information-for-employers/

Yes, we still need to have the employee's consent to complete these checks.