Executive Background Checks – Australia

Executive Employment Background Check Australia

Executive Background Checks

Executive Background Check Australia

Given the current competitive landscape and growing unemployment rates, executive level employment candidates are more willing to make overt misrepresentations that could be uncovered in an executive background check. The process is also known as background screening or CV check and is focused up the unique risk factors relating to executive candidates.

Executives may make representations during the interview process such as embellishing or inventing credentials, omitting prior criminal or regulatory convictions, or providing false circumstances concerning their departure from a prior employer.

The challenge for corporate Directors and management teams is to avoid potential embarrassment and negligent hiring litigation by properly vetting these candidates prior to making hiring decisions. This is why an executive background check or CV check is important.

Just recently, Yahoo suffered a serious embarrassment when it was revealed that CEO Scott Thompson falsified his degree and a thorough executive background check or CV check was not completed.  There have been a number of other high profile individuals who have lied about in their CV’s including matters that have recently been referred to the Australian Independent Commission Against Corruption (ICAC).

Australian employers conducting thorough executive background check (CV check) can identify relevant issues concerning a candidate’s professional career and personal history. The background check will in turn protect the prospective employer’s business, reputation or shareholder value.

10 Reason why you should engage Cybertrace Australia for your Executive Background Checks

1Unverified Credentials

We’ve all heard stories of individuals who have provided mistruths about their prior employers,  their level of seniority, education and prior employers. Candidates have also been known to misrepresent their professional achievements, choose which former employers they will declare or  misrepresent their volunteer work. While a small mistruths may not necessarily be grounds to disqualify a candidate, a minor misrepresentation can be an important indicator of a broader pattern of behaviour.


Disclosure of a personal bankruptcy report by a candidate may not be a ‘deal breaker,’ however the specific facts surrounding to the bankruptcy may be be an important indicator.  A thorough review of associated documents can provide valuable information relating to the candidate’s previous income, debts owing or finalised and other assets held at the time of bankruptcy.

3Reasons for Leaving a Job

While layoffs have been prevalent due to current economic conditions, candidates may use this fact to their advantage with prospective employees.  During the interview, a candidate may mislead the prospective employer to believe that they were a victim of downsizing, when they were actually terminated for performance issues or disciplinary complaints.  In addition to interviewing references to verify information provided, former colleagues or business partners may shed light on the “real” reason an individual left the company.  The discovery of litigation with a former employer may also produce relevant facts about prior conflicts.

4       Litigiousness

Records of civil litigation are scattered throughout the U.S. where the candidate has lived or worked.  The first step in identifying relevant civil litigation is to locate and thoroughly research such jurisdictions; a review of pertinent court documents may identify accusations of misconduct, harassment or questionable business dealings.

5       Tax Liens & Financial Disputes

The existence of tax liens, judgments or financial disputes may suggest that the candidate is under financial pressure or may be living beyond their means. Candidates who are under financial strain may be more susceptible towards committing fraud.  Executive candidates with access to a company’s financials are at an even higher risk of future embezzlement.

6       Drink Driving arrests

A review of traffic history records from all states of Australia where the candidate has resided could identify a prior drink driving (DUI) charge.  Multiple DUI charges may raise concern about a candidate’s potential substance abuse issues while police records relating to the respective charge may identify other relevant information. Standard background checks may not necessarily include a review of traffic history records. Our executive background check includes all relevant checks to determine, whether the candidate may be the right fit for your company or organisation.

7       Prior Criminal Convictions

Typically a “hot button” item for corporate directors and hiring staff, it is vitally important to understand the wide range of differences between federal and state court procedures with respect to housing and disseminating criminal record history. Identifying a candidate’s address history and relevant jurisdictions is the first step towards locating potential criminal records.  Depending on the territory searched and disposition of the respective criminal charge, many minor infractions and/or misdemeanor charges may not be identifiable.  More prevalent criminal case files which are readily available, typically provide a wealth of valuable background information on a potential hire (which may or may not be openly discussed by the candidate during the interview process).

8       Regulatory Issues

If a candidate has been professionally licensed or certified with a local, state or federal regulatory agency (i.e. SEC, FINRA, State Licensing Boards, etc), they may have been sanctioned or reprimanded by the respective agency for professional misconduct.

9       Hidden Corporate Affiliations

Findings of associated corporations that an executive or his/her relatives have established, raises questions about potential self-dealings or conflict issues. Note that this “shell” entity may been set-up as a vendor or customer to misappropriate funds.

10       Social Media Issues

Unlike the regular job boards, social media allows you to easily do background checks on your potential Executive Employees. You can gain more insight into their lives, personalities and their aesthetic — an organic and true resume. Not only can you begin to understand their personality, but you can also see how they interact socially through commentary and the types of accounts they follow. While it’s easy to spot red flags, it’s equally as important to look for what they are passionate about by exploring their feeds.

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