Do you really know your employees?
A candidate may appear ideal on paper and impress during interviews, but without diligent investigation, crucial information may remain undiscovered.
Are you selecting candidates solely based on reviewing resumes and conducting interviews?
A candidate may appear ideal on paper and impress during interviews, but without diligent investigation, crucial information may remain undiscovered.
Gone are the days when hiring decisions were solely based on resumes and interviews. Today, employers recognize the paramount importance of conducting thorough due diligence to mitigate risks, ensure compatibility, and secure long-term success within their organizations.
Our due diligence in the hiring process involves a comprehensive examination of a candidate’s qualifications, experience, background, and character. It goes beyond surface-level assessments and delves deep into verifying credentials, assessing cultural fit, and uncovering any potential red flags that could impact the hiring decision.
A candidate may appear ideal on paper and impress during interviews, but without diligent investigation, crucial information may remain undiscovered. By thoroughly vetting candidates, Cerebra can uncover discrepancies in resumes, verify qualifications, and identify any past issues that could pose risks to the organization’s reputation or operations.
During the due diligence process for a key position, we utilize open sources and a leading global intelligence investigative platform to conduct comprehensive investigations. These investigations cover various aspects, including:
- Academic verification
- Verification of past work experience
- Validation of references
- Examination of social media and internet presence (media scrutiny)
- Criminal record check
- Conducting reputation assessments through professional networks to gauge work ethics, professionalism, and integrity
- Legal proceedings checks (where feasible)
- Verification of assets (where feasible)
- Review of former and current directorships and partnerships in other companies
- Financial inquiries (where feasible)
- Identification of politically exposed persons (PEPs)
- Investigation into adverse news coverage (including scandals and illicit activities)