Screening

More and more companies and institutions have to deal with the negative consequences of fraud committed by their own employees or business partners. Successful organisations realise this, because they know all too well that besides financial losses, internal crime also seriously damages an organisation’s image. So it is in your interests to make sure your employees are qualified and their employment history and morals are not suspect. Of course, trust is the only real basis for cooperation. But how do you avoid making the wrong choices when selecting (new) employees or business partners?
 
Screening by Hoffmann Strategic Risk Management® answers the most crucial questions comprehensively and very effectively: ‘Who are you about to employ?’ and ‘Who are these people you are going into business with?’
 
To start with, we offer two types of background investigation: the screening and the CV check. You can always gear the screening, of course, to your specific business situation and (risk-bearing) functions. After all, we determine the screening procedure together with you.


Given the current privacy legislation, we only screen candidates after receiving their written permission. Moreover, when you get an external organisation to perform the screening, you avoid a possible breach of confidence and you also come across as very professional. Because you are showing the world that you don’t employ just anybody!

What the screening entails:

• intake interview dealing with the candidate and the job on offer
• candidate’s letter of permission and completed questionnaire; Certificate of Good Behaviour to be applied for by the candidate with the job acceptance letter is his or her home town
• Certificate from the Bureau of Credit Registration [Bureau Krediet Registratie] in the Dutch city of Tiel; candidates must apply for this themselves
• full desk research of all Dutch and relevant foreign public registers and sources, including Chambers of Commerce and Industry, Shipping Register, sector registers, the internet and databases 
• verification of discharge of military service 
• analysis and verification of diplomas, contracts, salary slips, identity documents and other documents in the originals ? where relevant, using analysis equipment 
• analysis of curriculum vitae and matching information
• interview with the candidate in his or her home environment, focusing on the CV but also expressly covering integrity issues 
• verification of the candidate’s employment, business and educational history, including social life, using local personal reference interviews 
• comprehensive reports including underlying documents.
  
  

What the CV check entails:

• intake interview 
• candidate’s letter of permission and completed questionnaire 
• analysis of diplomas, contracts, salary slips, identity documents and other documents in the originals 
• analysis of curriculum vitae and matching data 
• CV interview with the candidate at our offices in Almere 
• verification of the candidate’s employment, business and educational history, limited to personal reference interviews 
• (telephone) reports.
  
  

We would also be glad to advise you on the use of screening as part of your personnel policy and as an instrument in identifying and recording vulnerable functions. We can also advise you on the ‘blacklists’, which seem to be the result of structured screening but on which the government has imposed sanctions and procedures. Lastly, we regularly hold our Screening workshop, which gives you useful and practical insights into the screening phenomenon. We can also hold this Screening workshop in-company, if you wish.