IAAS, “Intel as a Service”

2020, you probably recognize it! The Covid19 scare was serious and led to a ‘cramp’ of unprecedented magnitude. The pendulum movement of our economic clock suddenly came to a halt. The focus in many organizations shifted to keeping the business afloat and planned investments and expansions were put on hold.

And now the economy is escaping the Covid19 measures and the pendulum of our economic clock has started moving again. There is a tendency to go to the other side and accelerate all plans that were on hold.

And we are experiencing that now. Organizations are moving quickly again, planned expansions are being set in motion again. And new employees must be hired more quickly. Based on the idea that the labor market has tightened sharply in recent months, we see that some organizations first get to work themselves before outsourcing. Recruiting and selecting turns out to be a real profession. Of course, we are all skilled at conducting a good selection interview. The use of competency-based interviewing, the STAR method and the addition of a validated assessment will get you far.

But the question is how far?

You cannot blindly assume that all information in a resume is correct. Sometimes an applicant claims to have supervised 20 employees, when the reality is different. Sometimes work periods are conveniently stitched together to avoid gaps in the resume. And it sometimes happens that a stated bachelor’s or master’s degree is actually not concluded with a diploma. And even if the CV is 100% correct, you still don’t know everything. Further research into reliability and integrity is desirable to avoid surprises. And certainly, in the current ‘winter time’, when a new employee can be appointed quickly, the motto is:

‘Don’t go on thin ice overnight! Find reliable ice, without a hole and without slips. Don’t shy away from a careful procedure and don’t be surprised. After all, ‘wrong hire’ is expensive!

So, continue researching information that is not apparent from a resume or selection interview. Think of the following, not limited, themes:

Personal identification:

screening of various identity documents. National and international passports, identity cards (or ID card) and driver’s licenses. This makes it clear whether the identity document is genuine, the validity of the identity document and whether the identity document has been registered as stolen or missing?


verify the highest and most relevant diploma obtained by means of a digital extract from the diploma register. This contains the name of the study programme, the name of the educational institution and the graduation year of the diploma holder. This establishes that the certificate, diploma or certificate has actually been obtained and that it is not a forgery.

Internet profile check:

screen how the applicant presents himself online. A good online presentation and reflection of the capabilities leave the right impression. Screening the online profile ensures verification and confirmation of relevant data. In this way it can be determined whether the applicant is reliable and sincere.

Declaration of integrity:

ask relevant questions regarding the applicant’s integrity in the past, such as criminal cases, financial risks and ancillary positions. Replies and signatures constitute a legally valid document.

Work experience:

Verify that the applicant’s work experience corresponds to reality. Check whether the period is correct, whether the employer is correct and whether the position is correctly indicated. In this way it becomes clear whether the candidate has provided deviating information.

Credit check:

gain insight into the financial stability of the person via information about possible pending payment issues, civil law decisions (for example, bankruptcies) and registration in the trustee register.


A Certificate of Good Conduct is a statement showing that past behavior does not pose a problem for the performance of a position or specific task. This is useful information for partners, governments and other companies involved.

CFR Global Executive Search in the Netherlands regularly uses these screenings. The choice of instruments is determined by situation. In connection with the General Data Protection Regulation legislation (GDPR), this screening may only be performed by authorized service providers.

Intel as a Service!

Article is written by Alfred Eilering, CFR Global Executive Search the Netherlands

Source: Validata, a service provider of BeljonWesterterp

Photo source: Pixabay


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