BEFORE YOU START
Candidate consent obtained and documented in writing before any check begins. Consent specifies: what is being checked, by whom, for what purpose, and how data will be stored.
Screening package selected based on role risk profile, not a one-size-fits-all standard.
Candidate’s full legal name, date of birth, and contact details confirmed.
Previous employer contact details and institution details collected from the candidate.
Required documents requested from candidate: government-issued ID, employment certificates, diploma or transcript, professional license (if applicable).
IDENTITY VERIFICATION
Government-issued ID reviewed and verified.
ID details cross-referenced against candidate’s stated information.
Verification source and date documented.
EMPLOYMENT HISTORY VERIFICATION
All employers stated in the last five years (or as relevant to the role) included in scope.
Each previous employer contacted directly, not through the candidate.
Confirmed: employment dates, job title, reason for separation.
Gathered: performance context where permitted by the previous employer.
Unexplained gaps identified and noted for follow-up with candidate.
Verification source and date documented for each employer.
EDUCATION AND CREDENTIAL VERIFICATION
All qualifications relevant to the role included in scope.
Issuing institution contacted directly.
Confirmed: degree or certification awarded, year of completion, enrollment period.
For licensed professionals: PRC license number verified directly with the Professional Regulation Commission.
For TESDA-certified skills: TESDA certification verified directly.
Verification source and date documented for each institution.
CRIMINAL RECORD CHECKS
NBI clearance reviewed and confirmed as current (issued within 12 months).
For higher-risk roles: RTC and MTC court records searched in addition to NBI.
Any findings reviewed for relevance to the specific role before adjudication.
Verification source and date documented.
REFERENCE CHECKS
Minimum of two professional references contacted.
References confirmed as previous supervisors or direct managers, not personal contacts.
Structured questions asked covering: responsibilities, reliability, attendance, conduct, and eligibility for rehire.
Notes documented from each reference interview.
REPORT REVIEW AND ADJUDICATION
Report reviewed for consistency against candidate’s stated history.
Any discrepancies identified and categorized: material or non-material.
Material discrepancies discussed with candidate before final decision.
Adjudication decision documented with reasoning.
Hiring decision recorded along with screening completion date.
RECORDS AND RETENTION
All documents stored securely with access limited to authorized HR personnel.
Retention period documented in accordance with organization’s data retention policy and RA 10173.
Candidate notified of their right to access their own screening data.
