Checking that your candidate's identity is genuine is the starting point of a robust employment screening process.
Our Identity Check takes the biographical information supplied by the candidate and cross checks it against a range of data sets to fulfil three levels of check: identity, residency and alerts. To arrive at the outcome the candidate's data is assessed in 3 dimensions – breadth, depth and quality. We look at the number of records your candidate's identity can be matched to, how far back in time they go and the processes in place when the records were created.
The key advantages of electronic identity checks over manual document checks are its faster, less obtrusive for the candidate (they don’t have to be present as they do with manual document checks) and checks are consistent across all offices or HR teams. These advantages mean that electronic checks can be made earlier in the recruitment process enabling potential issues to be spotted therefore providing employers more time to react.
Both positive and negative data is used during the identity authentication process. Positive data includes open credit account records, and credit searches within the last 12 months. Court and Insolvency data contributes positively for identity validation purposes as there is a high degree of due diligence applied during the court process in creating the records. To complete the check, mortality registers and alias name files are searched.
To determine whether the candidate's identity is authenticated we use the criteria set out by The Joint Money Laundering Steering Group (JMLSG): One match on an individual's full name and current address and a second match on an individual’s full name and either his current address or his date of birth.