Global Background Checks Catalogue
A lit of the checks we have, what they do.
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In Afghanistan, background checks are less formalized and standardized compared to countries like Australia, but they are still used in various industries and sectors, especially in government, security, international organizations, and large corporations. Here are the typical types of background checks conducted:
1. Criminal Record Check
What the check is - This is used to identify if a candidate has any criminal record or history of legal violations. However, the availability and reliability of criminal records can vary depending on the region and access to national databases, which may be limited.
Why do you do it: Employers conduct this check to ensure that candidates do not have a criminal background that may pose a risk to the organization or its stakeholders. Given Afghanistan's security concerns, employers want to ensure the trustworthiness of employees, especially in sensitive roles.
How often does it need to be checked: This is typically done at the time of hiring. In high-security positions, periodic checks may be conducted, especially for employees working with international organizations or in government roles.
2. National Identity Verification
What the check is - Employers often verify the authenticity of a candidate’s national ID card (Tazkira) or passport to ensure the candidate’s identity is genuine. This is critical due to potential concerns about falsified identities.
Why do you do it: To verify the authenticity of a candidate's identity and avoid the risks associated with false identities or impersonation. This is crucial in a country where access to secure identity records can be inconsistent.
How often does it need to be checked: Identity verification is typically done once, during the hiring process, but for high-security or sensitive positions, it might be rechecked periodically.
3. Employment History Verification
What the check is - Employers verify the candidate’s previous work experience, typically by contacting former employers. This check helps confirm the accuracy of the candidate’s claimed roles and responsibilities.
Why do you do it: Employers check the candidate’s employment history to confirm that the candidate has the relevant experience and skills for the job. This also helps ensure that the candidate is being truthful about their past roles and responsibilities.
How often does it need to be checked: Employment history is generally verified during the hiring process, with further checks depending on the level of the position and the sensitivity of the role.
4. Education and Qualification Verification
What the check is - Verifying educational qualifications is common, especially for jobs requiring specific certifications or degrees. Employers contact educational institutions to ensure the candidate’s claims are legitimate.
Why do you do it: Employers verify educational qualifications to ensure the candidate holds the required credentials for the position. This is important in sectors like healthcare, education, and technical industries, where qualifications can directly affect job performance.
How often does it need to be checked: This is usually checked once, during the hiring process. For positions that require ongoing certifications, employers may request updates periodically.
5. Reference Checks
What the check is - Reference checks are performed by contacting previous supervisors or colleagues to gather information about the candidate’s work ethic, performance, and reliability.
Why do you do it: Reference checks help employers get a third-party perspective on the candidate’s work ethic, performance, and behavior in a previous role. This information is particularly valuable for assessing suitability for leadership or high-responsibility positions.
How often does it need to be checked: Reference checks are typically performed once, during the hiring process. For high-level or sensitive positions, additional references might be sought throughout employment.
6. Security Clearance
What the check is - For government or high-security roles, especially in the defense or law enforcement sectors, security clearance may be required. This process involves thorough vetting by government agencies, which includes checking personal, professional, and family backgrounds for any potential security risks.
Why do you do it: Security clearance checks are necessary for roles in government, defense, or international organizations. The purpose is to ensure that the candidate does not pose a security risk and is not involved in activities that could threaten national security.
How often does it need to be checked: Security clearance is often conducted at the time of hiring and may be rechecked periodically, especially if the role involves classified or sensitive information.
7. Political Affiliation and Allegiance Check
What the check is - In some cases, employers (particularly in the public sector) may inquire about a candidate’s political affiliations or past associations with groups or movements, especially if those groups have been involved in conflicts or political instability.
Why do you do it: Employers, particularly in the public sector, conduct these checks to assess the candidate’s political background, particularly in a country with a history of political instability. This helps to ensure that candidates are not involved in extremist or politically destabilizing activities.
How often does it need to be checked: Typically conducted at the time of hiring, especially for government or public-sector positions, but may be updated periodically for high-ranking officials.
8. Terrorism or Extremism Check
What the check is - Given Afghanistan’s security context, some employers, particularly international organizations, conduct background checks to ensure candidates have no links to extremist or terrorist organizations. This may be done through local intelligence contacts or international security databases.
Why do you do it: Employers, especially in international organizations, need to ensure that candidates do not have any associations with terrorist or extremist groups. This is crucial in Afghanistan, given the ongoing security challenges.
How often does it need to be checked: Usually checked during the hiring process, with ongoing monitoring for sensitive positions or for employees in high-risk areas.
9. Health Checks
What the check is - For roles that require physical fitness or involve labor, such as in construction or security, employers may conduct health checks to ensure candidates are fit for the job.
Why do you do it: Health checks are conducted to ensure that the candidate is physically and mentally fit for the job, especially for roles involving physical labor, security, or work in remote locations.
How often does it need to be checked: Health checks are typically performed at the time of hiring and may be repeated periodically, depending on the role’s physical demands or exposure to risks.
10. Driver’s License and Vehicle History Check
What the check is - For jobs that involve driving, employers will check the candidate’s driving history and verify that they have a valid driver's license.
Why do you do it: For roles that involve driving, employers need to ensure that the candidate has a valid driver’s license and a clean driving record to minimize the risks of accidents or legal issues related to unsafe driving.
How often does it need to be checked: This is checked once, during the hiring process, but in some cases, it may be rechecked periodically, especially for roles that require regular driving.
The thoroughness and availability of background checks in Afghanistan depend heavily on the employer, the region, and the resources available. Large international organizations, for example, often have more comprehensive systems in place compared to local businesses, which might rely on more informal methods of verification.
Industry-Specific Background Checks:
- Government and Security: Higher scrutiny in terms of criminal record, political affiliations, and terrorism/extremism checks.
- Healthcare: Emphasis on education, professional qualifications, and health checks.
- International Organizations: More comprehensive checks, including identity verification, criminal records, and terrorism/extremism checks due to security risks.
- Construction and Manual Labor: Focus on health checks, driver’s license verification, and employment history.
Privacy and Data Protection Considerations:
In Afghanistan, the handling of personal information and privacy during background checks can be less regulated than in other countries. Employers should still ensure that they have the candidate’s consent to conduct background checks and should handle personal data responsibly to avoid any legal or ethical issues, especially when dealing with sensitive information like criminal records or health details.
In New Zealand, background checks are an important aspect of the hiring process, especially in sectors such as government, healthcare, finance, education, and roles involving children or vulnerable adults. Employers conduct background checks to ensure candidates meet legal, ethical, and professional standards, and to mitigate risks related to employment. Below are the common types of background checks conducted in New Zealand:
1. Criminal Record Check (Criminal Conviction History)
What the check is: A criminal record check (Criminal Conviction History) is commonly required for many jobs, especially in government, healthcare, finance, education, and roles involving vulnerable people. Employers request this check through the New Zealand Ministry of Justice to verify whether the candidate has any criminal convictions. In some cases, a more thorough police vetting check may be required for jobs involving children or vulnerable populations.
Why do you do it: This check is important for roles involving trust, security, handling sensitive information, or working with vulnerable populations like children or the elderly.
How often does it need to be checked: Conducted during the hiring process, though certain roles may require periodic rechecks.
2. Identity Verification
What the check is: Employers verify the candidate’s identity using official documents such as a New Zealand passport, driver’s license, birth certificate, or proof of citizenship. For foreign nationals, work visas and residency status are checked to ensure compliance with immigration laws.
Why do you do it: To confirm that the candidate is who they claim to be and is legally authorized to work in New Zealand.
How often does it need to be checked: Done during the hiring process.
3. Employment History Verification
What the check is: Employers may conduct an employment history verification by contacting previous employers to confirm job titles, responsibilities, employment dates, and reasons for leaving. This check is particularly important for senior roles or specialized positions.
Why do you do it: To verify that the candidate’s work experience is accurate and relevant to the job.
How often does it need to be checked: Typically done once during the hiring process.
4. Education and Qualification Verification
What the check is: Employers verify the candidate’s educational qualifications, particularly for roles that require specific degrees or certifications. This involves contacting educational institutions or using third-party verification services to confirm the authenticity of diplomas, degrees, or certifications.
Why do you do it: This is especially important for regulated professions like law, healthcare, engineering, and education.
How often does it need to be checked: Done during the hiring process.
5. Credit Check
What the check is: In sectors such as banking, finance, or positions involving fiduciary responsibility, employers may perform a credit check to assess the candidate’s financial stability. This involves reviewing the candidate’s credit history to ensure that they do not pose a financial risk, particularly for roles involving the handling of financial data or public funds.
Why do you do it: To ensure that the candidate is financially responsible and does not pose a risk of financial misconduct or fraud.
How often does it need to be checked: Typically conducted during the hiring process for finance-related positions.
6. Professional License Verification
What the check is: For regulated professions, such as doctors, lawyers, engineers, and accountants, employers verify that the candidate holds a valid professional license issued by the relevant regulatory body in New Zealand.
Why do you do it: To confirm that the candidate is legally authorised to practice in their profession.
How often does it need to be checked: Done during the hiring process.
7. Reference Checks
What the check is: Employers often conduct reference checks by contacting former supervisors, colleagues, or professional contacts to assess the candidate’s work performance, behavior, and suitability for the role. This check is especially important for leadership or managerial roles.
Why do you do it: To gather insights into the candidate’s past work behavior and reliability.
How often does it need to be checked: Typically done once during the hiring process.
8. Health and Medical Checks
What the check is: In certain industries, such as healthcare, construction, and physically demanding jobs, employers may require medical checks to ensure that the candidate is physically and mentally fit for the job. These checks may also include drug and alcohol testing, particularly for safety-sensitive roles.
Why do you do it: To ensure that the candidate’s health status aligns with the requirements of the job and to prevent safety risks.
How often does it need to be checked: Typically done during the hiring process and periodically for certain roles.
9. Driver’s License and Vehicle History Check
What the check is: For positions that require driving, such as transportation or delivery jobs, employers verify the candidate’s driver’s license and may check their driving record for any traffic violations or accidents.
Why do you do it: To ensure that the candidate is qualified and safe to perform driving-related tasks.
How often does it need to be checked: Done during the hiring process.
10. Vulnerable Sector Check (Police Vetting)
What the check is: For positions that involve working with children, the elderly, or individuals with disabilities, a vulnerable sector check may be required. Police vetting is conducted by the New Zealand Police and involves a detailed background check for any criminal or other concerning behavior. This is common for teachers, healthcare workers, and social workers.
Why do you do it: To ensure that the candidate is suitable for roles involving vulnerable populations and that they do not have a criminal history related to these groups.
How often does it need to be checked: Usually done once during hiring, but may be repeated periodically for certain roles.
11. Security Clearance
What the check is: For government roles or positions involving access to sensitive information or national security, candidates may need to undergo security clearance checks. These checks involve a more detailed investigation into the candidate’s criminal, financial, and personal background.
Why do you do it: To assess any potential security risks for roles involving sensitive or classified information.
How often does it need to be checked: Typically conducted during the hiring process and may be repeated for ongoing security roles.
Industry-Specific Background Checks
- Healthcare: Medical professionals are required to undergo extensive background checks, including criminal record checks, license verification, and health assessments to ensure they are qualified to provide patient care.
- Finance: In the finance sector, more detailed credit and anti-corruption checks are necessary to comply with legal and regulatory requirements, including verifying that the candidate has no history of financial misconduct.
- Education: Teachers and other education professionals are required to undergo police vetting and vulnerable sector checks to ensure the safety of students.
Privacy and Data Protection Considerations
Background checks in New Zealand are governed by the Privacy Act 2020, which sets out guidelines for collecting, using, and storing personal information during the hiring process. Key considerations include:
- Candidate Consent: Employers must obtain the candidate’s explicit consent before conducting background checks.
- Data Minimisation: Employers should only collect information relevant to the job role.
- Data Security: Employers are responsible for ensuring that personal data collected during the background check process is stored securely and is not misused.
- Right to Access: Candidates have the right to request access to the information collected about them during background checks.
Background checks in New Zealand are essential for ensuring that candidates meet the legal and professional standards required for various job roles. The process often involves criminal record checks, identity verification, employment and education history verification, and sector-specific checks such as police vetting for roles involving vulnerable populations. Employers must also comply with New Zealand’s Privacy Act 2020, ensuring transparency and the protection of personal data during the background check process.