Background Screening & Employee Risk Management
Make better-informed employment decisions by verifying the identity, history, qualifications and integrity of candidates before they join your organisation.
SSC Legacy provides comprehensive employee screening and vetting services for new appointments, existing employees, contractors, executives and personnel working in sensitive or high-risk positions.
Candidates may omit important information, provide inaccurate employment histories, misrepresent qualifications or conceal conduct that could expose your organisation to risk.
Confirm critical information before finalising an appointment or granting access to sensitive systems and facilities.
Identify possible integrity, fraud, security, reputational or compliance concerns before they affect the business.
Create a consistent and documented screening process for employees, contractors and senior appointments.
Service Overview
Employee screening gives decision-makers a clearer understanding of the person being considered for employment, promotion, contracting or access to the organisation.
SSC Legacy assists organisations in verifying information supplied by candidates and identifying discrepancies that may require clarification or further investigation.
Screening can be conducted for permanent employees, temporary workers, contractors, consultants, executives, board members and personnel appointed to positions of trust.
The scope of the screening process is determined by the responsibilities of the position, the level of access involved and the organisation’s risk profile.
Checks can be conducted individually or combined into a structured screening package suited to the position being filled.
Screening Services
The appropriate checks will depend on the position, the information supplied by the candidate and the organisation’s screening requirements.
The Screening Process
Each screening assignment is structured around the position, the organisation’s risk exposure and the checks authorised by the candidate.
The position, level of responsibility and required verification checks are discussed with the employer.
The candidate completes the required consent and indemnity documentation before screening begins.
The submitted information is verified through recognised screening, intelligence and investigative channels.
A screening report records the results, discrepancies and information requiring further consideration.
Potential Risk Indicators
Employee screening may reveal inconsistencies between the information supplied by a candidate and the results obtained through independent verification.
A discrepancy does not automatically disqualify a candidate. It gives the employer an opportunity to request clarification and make a more informed decision.
Existing Employees
Screening is not limited to new appointments.
SSC Legacy can assist organisations with a structured review of existing employees, contractors and outsourced personnel.
A workforce screening audit may help identify:
Enhanced Due Diligence
Some appointments require more than standard identity, qualification and criminal record verification.
Senior executives, employees with access to confidential information, financial systems, valuable assets or critical infrastructure may require enhanced screening.
SSC Legacy can incorporate investigative methods and intelligence disciplines into the screening process, including:
Suitable For
Screening can be adapted to organisations of different sizes, industries and levels of risk.
Related Services
Employee screening can be combined with other SSC Legacy verification, assessment and investigative services.
The final screening scope can be matched to the authority, access and risk associated with the position.
Responsible Screening
Employee screening should be relevant to the position, conducted consistently and supported by the candidate’s informed consent.
Personal information must be collected, processed and protected responsibly throughout the screening process.
The results should be considered in context. A discrepancy may require clarification and does not automatically mean that a candidate is unsuitable for employment.
Certain checks may only be appropriate for specific roles. The screening scope should therefore be proportionate to the responsibilities, access and risk associated with the position.
Important Scope
SSC Legacy provides screening, verification and investigative information to support employment and workforce-management decisions.
The final decision to appoint, retain, promote or grant access to an individual remains with the employer.
A screening report records the results available through the selected verification channels. It does not provide an absolute guarantee of future conduct or replace legal, labour or regulatory advice.
Where a result is unclear or disputed, additional documentation, further investigation or specialist advice may be required.
Answers to common questions about employee screening, background checks and workforce vetting.
Employee screening and vetting is the process of independently checking information supplied by a job candidate, employee or contractor. The checks may cover identity, criminal information, qualifications, employment history, professional registrations, integrity and other position-related risks.
Screening is commonly conducted before an appointment is finalised. It can also be used when promoting an employee into a sensitive position, appointing a contractor or reviewing an existing workforce.
Yes. The candidate or employee must complete the applicable consent and indemnity documentation before personal credential verification begins.
Yes. SSC Legacy can assist with workforce screening audits involving existing employees, temporary workers, contractors and outsourced personnel.
Yes. Screening should be matched to the level of responsibility, access and risk associated with the position. A driver, finance employee, security officer and senior executive may each require a different combination of checks.
The report will record the discrepancy or information that could not be verified. The employer can then request clarification, supporting documents or further investigation before making a decision.
Yes. Employee screening can be combined with passport, visa, permanent residence, asylum seeker, refugee permit and other foreign-national document verification services.
Yes. Where appropriate and lawfully authorised, social media and open-source enquiries can assist in identifying publicly available reputational, integrity or security-related information.
No. SSC Legacy provides verified information and reports to support the employer’s decision. The final employment decision remains with the organisation.
Request screening for an individual candidate or discuss a structured employee and contractor screening programme with SSC Legacy.