Category: Background Checks

Nowadays, a remarkable number of households depend on hiring domestic workers to help cater for their household chores. These domestic workers could range from housemaids to cooks, drivers, nannies, gatemen, and so on. While the idea of hiring domestic helpers is an age-long thing; there are grave risks involved in hiring them ‘off the street’ or from some random source. Now more than ever before, it is essential to run a background check on your prospective domestic worker before allowing them into your home; and thus, giving them access to your family.

In all fairness, not every domestic helper is a criminal. Howbeit, the tide of recent events makes it imperative for one to be cautious about them. Hence, you must go the extra mile to ascertain that your domestic staff are truly who they claim to be. Furthermore, you should embrace measures to help ascertain that they do not ignorantly expose you to criminals either by talking too much or gossiping without caution.

Letting a stranger into your home should not be done without due diligence. Particularly, the media has availed us of various scenarios to back up this position. Domestic workers could inadvertently cause you or your family to be a victim of vandalization or theft if left unchecked. Hence, it behoves you to run a background check before allowing domestic workers access to your family or personal space.

Some of the ways to prevent the dangers of domestic workers involved in criminal activities include:

• Employ domestic help only from known, trusted and government-approved recruitment agencies

  Do not hire from random street vendors or by oral recommendation. This method could mean inviting strangers into your life and could come with grievous consequences.

• Criminal record checks should be done before hiring any domestic staff

  This way, you are sure that your domestic worker is not wanted by security agencies for a sex offence or any other form of crime.

• Obtain all applicants’ credentials

  By this, you should get a recent picture of the individual, their personal information, information about their guarantors, as well as a government-issued means of identification.

• Carry out personality tests
  

  This is one vital but often overlooked phase of recruitment. For instance, before hiring a nanny to look after your kids; it beckons on you as a parent to ascertain that the individual has a personality that gives room for care and compassion. That way, you get to hire someone who is naturally inclined for such a job; as opposed to hiring someone who’s only desperate for the money.

• Conduct medical tests on prospective employees

  Medical tests should be performed to ensure that prospective employees are free from contagious medical diseases. Similarly, they should be well taught on protection and preventive mechanisms. Remember your domestic staff will be in contact with you and your family. You do not want to expose yourself and your family to contagious diseases – especially when it is avoidable.

• Install security monitoring devices

  Gadgets like CCTV surveillance cameras, voice recorders and other technology tools could come in handy. These tools help you monitor the kind of treatment that’s given to your children, alongside other activities in your residence. This way, you have a chance at identifying and foiling potential dangers. It is imperative that your domestic staff are not aware of these devices in their entirety.

• Do not keep money or extreme valuables at home or anywhere easily accessible by your domestic staff

  Sometimes, domestic workers could be prompted to steal or connive with robbers if they’re aware of huge sums or other valuables that are kept within reach.

• Avoid leaving children with domestic staff – if possible

  There have been several reports of domestic helpers who abuse and maltreat children in the absence of their parents or guardians. Also, the high rate of kidnapping and other frightening news requires one to be extremely careful.

During the interview process, you should quiz the prospective employee on salient questions that query their background, addictions, habits, and so on. Subsequently, you shouldn’t be quick to judge your domestic workers. You should never leave your kids or important property in full care of your domestic workers. Let trust build over time and let monitoring be a continuous activity.

Always remember to conduct a previous employer check on all new employees. This would help you answer questions around prospective employee’s integrity, self-discipline and overall conduct at work.

For information on how to run background checks on your domestic staff, call Dipo on _______, or send us an email at: verify@klinsheet.com.

More than ever before, employers are now beginning to understand the possible implications of not running background checks on their employees. Forever gone are the days when nobody reckoned with or saw the need to run background checks on their staff. With the current state of our nation, we all seem to be well aware that one can’t be too careful. 

Nowadays, many organizations are beginning to key into the idea of running background checks on their employees. Howbeit, these organizations realize that there are many bottlenecks around the process of conducting background checks. Hence, these organizations usually prefer to outsource background checks to external vendors.

For those vendors who focus primarily on running background checks for their clients, they certainly have no choice than to work their way around the many hurdles that stand between them and the fulfillment of their responsibilities. As is the case in every line of business; there are a host of challenges that are faced while running background checks.

It might come as a surprise that one single phenomenon can douse the bulk of the challenges that are faced during the process of running background checks. Meanwhile, it is no news that we still struggle with having a viable database in Nigeria. If there was a valid database, it is very unlikely that we would still be struggling with the issue of ghost workers in our civil service. Anyway, that would be talk for another day. At least, we have clearly established the lack of an adequate database within our system.

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In trying to keep up with the times, some organizations have taken measures to mitigate this challenge. As a case study, Klinsheet Consulting now has the capacity to do identity management for anyone and everyone within the shores of Nigeria. As much as this is an extremely laudable measure, it is not without its own limitations. For instance; as much as it is feasible for Klinsheet Consulting to verify any address in Nigeria from the comfort of their office, they understand the significance of going ahead to verify the address physically. Another scenario when an incomplete database affects background check processes is when academic certifications need to be confirmed. Due to the lack of a database, these institutions often resort to sorting through brochures to confirm that a student actually attended their school.

In truth, the limitations of not having a database are countless. In order for us to make remarkable progress towards having seamless background check processes; it is first required for us to have a viable database in Nigeria. If we must move forward, there is the need to embrace technology as a tool to execute background check services. Once the database is in place, it becomes feasible to create a solution that is easy to use for consumers. 

We earnestly hope that in the nearest future; Nigeria would have systems in place to make it possible for background check companies to automate their processes. Once these systems are in place; it becomes easy to build software that’ll eliminate the manual processes involved in running background checks.

 In the last 6 years, I have held various HR related positions; with the most recent of them being a Background Check Services Consultant for Klinsheet Consulting. It should come at no surprise to you that over time, I have experienced a whole lot of drama in my line of work. That is not to say that I do not enjoy my line of work anyway (chuckles).

Over the years, I have negotiated, conducted, overseen, and prepared reports along various categories of background check services. The background checks I have run over time range from Address Confirmation; Academic Verification; Previous Employer Check; Physical Guarantor Confirmation; Credit Check; Criminal Record Check; and so on. In the course of running these checks, I have encountered tonnes of challenges. Be it as it may, these challenges are experienced by virtually every background check officer. For the sake of clarity, let me iterate some of these challenges I refer to below:

• Incomplete database 

  The headache that’s caused by an incomplete database is better imagined, than experienced. Very often, the phenomenon of incomplete databases is mostly experienced when field agents make attempts to verify academic certificates from institutions of learning. While on the field, you would marvel at how most of these institutions do not have a complete database of their ex-students.
  
  I remember when I was still a field agent and I went for academic verification in higher institutions. I always found it puzzling that the admin officers in most of these institutions had to revert to brochures before they could verify whether an individual was their alumni or not.

   

• Fear

   In this part of the world, it is not uncommon for people to become skeptical upon the experience of anything unusual. I remember countless occasions when I went to run address verification. And while trying to make findings about the person in question, neighbours often held back, as they were skeptical about giving out information they feared could cause someone to lose their job.

   

• Non availability of guarantors

   Time and time again, I had setbacks as a result of the non-availability of guarantors. As a matter of fact, the issue with guarantors is no small feat. Even till today, I keep getting reports about guarantors who suddenly make themselves unavailable when it’s time to verify them. You know, some people might be shy or not know how to express their unwillingness to stand as a guarantor.
  
  But once it’s time to verify their stand as a guarantor, some individuals cease the advantage and continue to give various excuses until your timeframe is exhausted. Some guarantors however – maybe after communing with their lawyer – lay claim to not remembering the names of employees. Some even deny ever filling out a guarantor’s form on anybody’s behalf.

   

• Company / organization policy

   On certain occasions, I experienced scenarios whereby guarantors were actually willing to stand in for employees, but their company policies made it almost impossible. In some organizations, employees are not permitted to stand as guarantors to others. In some other organizations, visitors are not allowed within the premises. Hence, in a bid to adhere to laid down policies, guarantors wouldn’t want you to visit them at their place of work.

   

• Employee awareness 

  Before going ahead to run checks on employees, it is only proper for employers to inform their employees that background checks would be run on them. Somewhere along the process of onboarding, employees consent to having verification checks done on them anytime. However, due to the anxiety of landing a new job, many employees fail to take note of this detail, and later claim that they were not informed that a background check would be done on them.

   

As insignificant as these factors might appear to be, they all affect the process of running background checks in one way or the other. Firstly, many of these issues tend to cause a delay in the turn-around time of our processes. However, communicating these things to clients isn’t always as seamless as one would imagine. Even when the facts are glaring, some clients just refuse to understand; and they somehow find it easier to tag you as incompetent. 

Apart from turn-around time; some of the issues we face makes it quite uneasy to compile the reports of our findings. Once, I went to verify a guarantor who was said to be the MD of a purported Oil & Gas company. Upon arrival at the address, I saw a kerosene tank with a salesperson sitting under a big umbrella. I asked around and got to realize that the name of the owner of the kerosene tank was similar to the name of the company whose supposed MD was the guarantor I wanted to verify. However, the attendant laid claim to not knowing any company by the name I mentioned.

As conclusive as it may appear, it is worthy of note that assumptions can be very dangerous when it comes to background checks. More so, it is inappropriate to come back with an assumption, when charged with the task of running a verification.

So as not to bore you with my experience; I’ll end my thoughts here and leave an open avenue to reach out to me, should you have any questions or require any clarifications.

Dipo Umoru

Verification Consultant

Klinsheet Consulting

+234 703 719 5924

dipo@klinsheet.com 

Today, humans are getting increasingly aware of the capacities of technology, and how those capacities continue to grow exponentially. Since ages past, the process of running background checks has mostly been done manually. However, the impact of technology, as has been felt in all human endeavour; has been felt in the area of background check verification. In recent times, many of the manual processes involved in background check verification have been reviewed. Hence, technology now plays a vital role in the field of background check services. 

For us to further enjoy the impact of technology in the background check industry, it would be required of government bodies, private corporations and educational institutions to make a move at digitizing their databases. Be it as it may; let’s take a delve into the areas in which technology has had its impact on background check services.

1. Turn-around time

With the digitization of public records, technological involvement would help create a faster turn-around time for background verification exercises. For instance, Klinsheet Consulting has just signed an SLA that enables us to verify any address in Nigeria from the comfort of our office. Howbeit, upon confirmation of the coordinates online; we put in the extra measures and make sure we physically verify addresses for our clients. This physical verification is our unique selling point and we take pride in it.

2. Operations

With technology, it is easy to do away with the bulky papers that are usually involved in background check services. Beyond helping to save time, the involvement of technology helps to avoid manual errors. Furthermore, it helps for easy tracking and gives data analytics for business intelligence. Technology helps to prevent alteration and misuse of data, as no single person is in complete control of the process.

3. Data security

When things are done manually, it is possible for anyone at all to lay their hands on or become privy to information that ought to be confidential. With technology however, it becomes possible to build a structure around access control. Furthermore, technology paves the way for better processing and storage of data. By this, it becomes a lot easier to secure information and adhere to privacy policies.

As much as it appears like technology has had a huge impact in the field of background check, it is worthy of note that the state of our nation has barred us from harnessing the full potentials of technology. Beyond its current benefits, a whole lot of processes would have been simplified if various sectors and corporations had a viable database. In spite of the shortcomings, it is beyond reasonable doubt that technology has had huge impact in the process of running background checks.

Prior to now, not so many organizations bought into the idea of running background checks for their staffs. However, with continuous sensitization and increasing awareness; recruiters are beginning to understand the importance of running background checks on their clients. In truth, the process of running background check on employees and potential employees can be a cumbersome task. This is why many organizations prefer to outsource the task of running background checks to external vendors. By this, the outsourcing organizations are able to avoid being distracted from their core activities.

Be it as it may; it behooves every organization to ensure that they engage professional vendors whenever they want to outsource any of their services. This is particularly important when outsourcing very delicate services like background check. Before outsourcing your background check services; there are tips that can help you ascertain that your proposed vendor is a good choice. Let’s take a look at some of these things you need to look out for.

1. Relying on automated softwares 

   As much as automation has helped to make work easier across industries, it must be understood that even automation has its limitations. In the field of background check services, there are responsibilities that must never be left to automation – especially in a developing country like Nigeria. In Nigeria, automating some background check processes could undermine the actual essence of verification. Imagine having an automated system of verifying the guarantors of your employees. The automation might appear to be a good idea, until something goes wrong and you need to grab a hold of the guarantor. Only at that point – which is already too late – will you realize the inadequacy of the automated guarantor verification process.

2. Understanding of employment law

   In every country, there are laws that govern labour and employment. Furthermore, some industries have laws that are peculiar to them. A good background check services company should be up to date on the position of the law in each of their processes. In situations where the outsourcing organization is oblivious of the law’s stand, it behooves the background check services company to step in as consultants and fill them in, thereby preventing their clients from breaching the law.
   

3. Company history and clientele

   It is not uncommon for charlatans to delve into any endeavour that seems to be making waves at the time. Hence, it is imperative to make findings about the history of your proposed background check services company.

   Firstly, you should ascertain that they have stood the test of time in the industry. For instance, a company that has continuously served clients for up to three years can easily be acknowledged as a force to reckon with.

   Again, before outsourcing background check services to any organization, you should look at their list of existing clients. A company like Klinsheet Consulting that runs background checks for major players in the banking industry can be used as a case study. They even run checks for clients that operate within the spheres of Information Technology, Insurance, Logistics, Energy, and so on. It can be rightly concluded that an organization like Klinsheet Consulting is a bigwig when it comes to background check services.

4. Turnaround time

   Almost as important as the reputation of a background check services company, is their turn-around time. It is one thing to have the capacity to execute requests; it is another thing entirely to be able to deliver on these requests in due course. Knowing the turn-around time your background check services company offers should be a major criterion to consider before engagement.
   
   
   

5. Reputation of the company

   Before outsourcing, the onus rests on you to confirm that your proposed vendor is a reputable organization. You should put in efforts to unearth any disgusting stories or major shortcomings that are associated with your proposed background check services company.

6. Competitive pricing

   Having concluded that a vendor is a viable option, the next thing you would probably worry about is affordability. There are no two ways to do this. You just have to ensure that the pricing of each of their services is within the scope of your budget and is reasonable when compared to the value they offer.

7. Physical office location

   Before engaging any background check services company, you should first ascertain that they have a physical office location. Over time, there have been scenarios whereby charlatans without a physical office space have paraded themselves as background check professionals, to the detriment of organizations that engage them.
   

   With this article, we believe you are now more informed to make savvy decisions when considering to outsource your background check services.

Dipo Umoru

+234 703 719 5924

Verification Consultant

Klinsheet Consulting