Background Checks – Don’t Roll the Dice! 🎲

When I got my first job at a big US bank in the 90s, my skinny student self (in an ill-fitting suit) had to pass a background check before day one.

Fast forward 25 years and I’m still surprised how many companies skip them. Why? Usually “time and money.” But compared to the cost of hiring someone with a dodgy past — or a creative CV — that’s a false economy.

Some uncomfortable truths 🔍

According to Aequivalent SA, Switzerland’s leading digital platform for employment screening:

  • 74% of CVs contain at least one lie.
  • 5% of background checks flag a serious non-conformity.
  • 70% of social media checks reveal reputation risks.
  • 74% of checks identify at least one point requiring follow-up.
  • Only 21% come back squeaky clean.

Here’s the kicker ⚡

HR teams are superheroes 🦸—but they’re not detectives, lawyers, or multilingual investigators. Deep checks are complex, time-consuming, and full of legal pitfalls.

And the risks are real 🚨

We’ve heard many a story, including:

  • Luxury watchmakers losing materials to employees moonlighting as forgers.
  • NGOs hiring people who should never work with children or vulnerable adults.
  • Bank employees committing market abuse and defrauding clients.
  • Public sector employees engaging in corruption.

The solution? ✅

Leave the detective work to the specialists. That’s why PeopleWeek and Aequivalent have integrated our platforms: sensitive data flows securely between onboardees, Aequivalent’s team, and straight back into PeopleWeek’s ATS, Onboarding, and HCM modules. Seamless, safe, and compliant. And, of course, managing your recruitment and onboarding in your HRIS, rather than in separate systems, is efficient, user-friendly, and cost-effective.

Most employees are committed and honest. But don’t gamble with trust. Background checks aren’t a luxury — they’re insurance.

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