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Background Screening

14 Questions to Ask an Underperforming Employee During a One-On-One Meeting

When an employee is struggling, here’s what the best managers do.

Someone’s slipping. You see it. You feel it. You’re not on the same page. You desperately want to pull the person up, but you’re not sure exactly how. Do you encourage them? Switch them off the project? Change how you’re leading them?

You’re now facing one of the toughest tasks as a leader: How do you manage underperformance at work? And more specifically, how do you sit down and talk about their underperformance with them, during a one-on-one meeting with her or him?

It’s tempting to look outward first. To blame the person herself or extenuating circumstances. “They don’t pay attention to detail.” Or, “The client is being unreasonable with them.”

While those may very well be the case, you should also turn inward. As leaders, when an employee is underperforming, we must self-reflect. What are you doing that is stopping this person from doing their best work?

The hard part about managing an underperforming employee is choosing to look both inward and outward for the sources of underperformance at work: What are you doing to hold an underperforming employee back? And what is the underperforming employee doing to hold herself back?

Oftentimes, we think we know the answer to those questions. We have hunches about what’s causing the underperformance: “It’s their perfectionist tendency getting in the way, obviously…” or “It’s my lack of context I shared about the project, clearly…”

So, we just create a performance improvement plan based on those hunches and move forward.

That path is instinctual — but that path is flawed. Assuming what’s wrong doesn’t help you get any closer to finding out what actually is wrong. While your hunches may end up being spot-on, in my experience, I discover the truth of what’s really holding an employee back when I ask, not when I assume. Coaching a struggling employee to success begins with asking the right questions, not simply arriving with the supposed answers.

Given this, when you sit down in a one-on-one with an underperforming employee, what should you ask? What questions will help you look both inward and outward to get to the underlying source of underperformance?

Here are 14 questions to try. They are by no means the only questions you ask during a one-on-one. But, they provide a good starting place to delve into how to better manage an underperforming employee.

Ask these questions to look inward.

You’re trying to figure out: “How have I been letting this person down? How have I been getting in the way?”

Is it clear what needs to get done? How can I make the goals or expectations clearer?
Is the level of quality that’s required for this work clear? What examples or details can I provide to clarify the level of quality that’s needed?
Am I being respectful of the amount of time you have to accomplish something? Can I be doing a better job of protecting your time?
Do you feel you’re being set up to fail in any way? Are my expectations realistic? What am I asking that we should adjust so it’s more reasonable?
Do you have the tools and resources to do your job well?
Have I given you enough context about why this work is important, who the work is for, or any other information that is crucial to do your job well?
What’s irked you or rubbed you the wrong way about my management style? Does my tone come off the wrong way? Do I follow-up too frequently with you, not giving you space to breathe?

Ask these questions to look outward.

You’re trying to figure out: “What on the employee’s end is limiting them? What choices or capabilities of their own are keeping them from the results you want to see?”

How have you been feeling about your own performance lately? Where do you see opportunities to improve, if any?
What are you most enjoying about the work you’re doing? What part of the work is inspiring, motivating, and energizing, if any?
What part of the work do you feel stuck? What have you been trying the “crack the nut” on, but it feels like you’re banging your head?
What part of the work is “meh”? What tasks have you felt bored or ambivalent about?
When’s the last time you got to talk to or connect with a customer who benefited from the work you did? Would you like more opportunities to do that, and should make that happen?
Do you feel you’re playing to your strengths in your role? Where do you feel like there is a steep learning curve for you?
Would you say you’re feeling optimistic, pessimistic or somewhere in the middle about the company’s future?

You’ll notice that none of these questions ask, “What do you think you’re doing wrong?” or “What do you think I’m doing wrong?” The point of these questions is not to end up in an accusatory place, either way. Your goal is to reach a place of better understanding.

By approaching the conversation with an underperforming employee with questions to ask, rather than answers or directives to insert, you create space for that employee to want to do something different. To actually change and improve.

That change, that improvement, is the goal, after all.

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Background Screening

DON’T JUDGE A BOOK BY ITS COVER – READ INTO THE FINER PRINTS

DON'T JUDGE A BOOK BY ITS COVER - READ INTO THE FINER PRINTS

By Claudette Groenewald

“Never judge a book by its cover.” This is a common motto that has been used for many generations. To many, it may mean nothing but in the terms of recruitment, it means something unique. When it comes to selecting the best applicants to work for a business, digging deeper into their personalities and backgrounds rather than just face value should be a serious routine practice.

You as the HR Manager or the Employer should unearth all the truths and red flags with Background Screening and Criminal Checks.

In today’s competitive job market, individuals are more inclined to exaggerate and hide certain aspects of their history to appear more appealing to employers and recruiters. While some of these measures are somewhat obvious to the trained employer or recruiter, not all will be easy to spot until the background checks and criminal screenings take place.

With SearchLight Background Screening and Criminal Checks, you are able to do these checks at a reasonable price.

  • Criminal Record Checks,
  • Qualification Checks,
  • Credit Checks,
  • Validity of ID,
  • Traffic Offences,
  • Previous Employment History and Truth Verification Tests (Polygraph),
  • Proof of Residence via Actual House Visits,
  • Reasons for Gaps in a CV,
  • Fraud Register Checks,
  • OSINT (Open-Source Intelligence),
  • Compromised Government Relationships,
  • Detailed Checks of Court (Civil) or (Criminal) Judgements

Another factor of a recruitment background check that may not have occurred to you is a check of the potential employee’s driving record, especially if the employees is going to be driving your vehicles or perhaps fetching your children from school and taking them to extra murals. This information would also be able to show you whether the applicant is responsible or not.

You may be amazed at what you could find on an individual. The clearer a picture you can get of an applicant before employing them, the better.

Why Background Checks are Important

In today’s world, employers and recruitment agencies have the right to learn more about the applicant that they are about to commit to a legal relationship with. They also have the right to ensure that a potential new hire does not have anything lurking in their past that could potentially harm the business or create a safety hazard for clients and other employees.

More Reasons for Using Background Screening and Criminal Checks in Recruiting

There are some additional reasons as to why background checks should always be a required part of the recruitment process.

Background screening and criminal checks can be a valuable tool for selecting the right applicant fit every time. When used consistently, this simple step can eliminate many future problems for the business or company.

By using a third-party company for background screening and criminal checks, instead of having your full time recruiters or your contract recruiters do them, you can also have the benefit of ensuring consistency and eliminating prejudice when it comes to verifying the hiring process as SearchLight Background Screening and Criminal Checks has nothing invested in whether or not you should hire a certain applicant for your business or company. Our only goal is to make sure you know about everything you need to know to determine whether or not an individual is a risk to employ. This also allows you to incorporate their results into your decision-making process with confidence.

Allow SearchLight to Find All the Nitty Grits before Making a Life Changing Decision.

Yours sincerely,

Searchlight Background Screening & Criminal Record Checks

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MEDICAL CERTIFICATE AND SICK NOTE SCAMS IN THE WORKPLACE – WE’VE GOT THE SOLUTION

MEDICAL CERTIFICATE AND SICK NOTE SCAMS IN THE WORKPLACE – WE’VE GOT THE SOLUTION

By Claudette Groenewald

As an Employer or Manager, you’ve probably noticed that you have a few employees that abuse their sick leave and have the habit of making excuses to not work or perhaps you have come across one or two employees that you suspect are taking advantage of their sick leave allocation, regardless of everyone being entitled to 30 days’ sick leave over a three-year cycle, but since you’re no labour expert, you’re not sure if their medical certificates / sick notes are legitimate or not. All it takes is some Tipex on an old medical certificate and a photocopy machine or between R50.00 – R100.00 in the ‘right’ hands for a completely fraudulent medical certificate / note.

How you can make sure that their medical certificate / sick note is valid.

  1. The medical certificate should have a valid practice number.
  2. The medical certificate must have the doctor or practitioner’s:
  • Initial and Surname.
  • Contact number and / or email address.
  1. The medical certificate should contain details, including:
  • The name and surname of the patient.
  • The date and time of the examination.
  • A description of the diagnosis / illness in layman’s terms.
  • What kind of duties (if any) s/he is able to fulfil as sometimes an employee is advised by the doctor to not carry heavy loads, but they are able to complete admin duties.
  • Should the medical practitioner recommend sick leave, the dates should reflect on the medical certificate.

If you are still second guessing yourself, check out our website. With our assistance, you are now able to ensure that all medical certificates received from employees are, in fact, issued by medical practitioners who are registered and qualified to provide medical assistance and to issue medical certificates.

The high level of sick leave fraud currently faced in South Africa, has made it essential to verify medical certificates. Recent studies have shown that more and more employees are providing fraudulent medical certificates to get out of work.

Employees are able to simply purchase a medical certificate from a street vendor and this would not be picked up on by the untrained eye, therefore, a large number of employees are able to get away with providing their employers with fraudulent medical certificates without the fear of being caught.

Verifying medical certificates is one of Searchlight’s specialised services where we confirm the actual information reflecting on the medical certificates as well as verify that the medical practitioner is, in fact, registered and qualified to do so.

This service is unique to our company in that we have an entire department solely focused on doing sick note verifications.

Know What You’re Dealing With – Let Us Assist.

Yours sincerely,

Searchlight Background Screening & Criminal Record Checks

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MENTAL HEALTH AND THE WORKPLACE

MENTAL HEALTH AND THE WORKPLACE

By Claudette Groenewald

Let’s talk about mental health. This is a sensitive subject for most people in today’s life as almost every individual suffers with some sort of ‘mental health disorder’.

Mental health is a state of well-being in which the individual realizes his / her own capabilities. Whether or not he / she can cope with the normal mental strain and pressure of the day-to-day work environment, is able to be productive and contribute to his / her place of work.

Mental health includes our emotional, mental, psychological, and social well-being. It affects how we act, feel, work, and think. It also helps us determine how we handle stress, make choices, and relate to others.

Mental health may include an individual’s capability to create balance between “home” life and “work” life as people often intertwine their personal and professional life. This often leads to a reduced level of productivity in the workplace, which may affect the individuals ultimate work output.

Symptoms don’t always just include feeling sad or down, excessive fears or overthinking, or extreme feelings of guilt. People also suffer with extreme mood changes and sudden outbursts, significant tiredness, low energy, or problems sleeping. Detachment from reality, paranoia, or hallucinations. The inability to cope with daily work problems and stress. Troubles understanding and relating to situations and to people. Problems with alcohol or drug abuse which may lead to the employee possibly having a criminal record. Some people even find that they suffer with major changes in eating habits and they suffer with outbursts of excessive anger, hostility, or violence. Sometimes, people feel confused or experience a reduced ability to concentrate. People can also suffer with physical problems, such as stomach pain, back pain, headaches, or other unexplained aches and pains.

So now that we have covered a little bit about mental health, let’s talk about how it affects the working environment. Individuals who suffer or relate to the above, would at times find it difficult to complete even the simplest of tasks, such as following a routine or schedule, being on time for work, disinterest in what needs to be done, they may even find themselves confused at times and this in turn makes them seem unproductive. An employer may find that employees that are always making excuses as to why they do not want to be at work and claim that they are feeling sick or fluish is because a mental health disorder sometimes causes over excessive stress, and this weakens the immune system.

It is imperative for an employer to be on the lookout for these signs in order for them to either be of assistance or to deal with matter before it gets out of hand, which may result in the individual either being subject to disciplinary action or even worse, be the cause of you, the employer, losing the much-needed business.

It would be in the best interest of the employer to do regular check-ups or even face to face meetings to assess the employee’s state of mind as well as address any issues that may arise.

Don’t be too hard on yourself or those around you and learn the signs.

Yours sincerely,

Searchlight Background Screening & Criminal Record Checks

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IMPORTANCE OF HAVING THE CORRECT KNOWLEDGE ABOUT EMPLOYMENT SCAMS

IMPORTANCE OF HAVING THE CORRECT KNOWLEDGE ABOUT EMPLOYMENT SCAMS

By Claudette Groenewald

With the recent increase of employment being added to many economies around the globe, more people are

re-entering the workforce and looking for new opportunities in the working industry. Scam artists are also looking for new opportunities, therefore, jobseekers should be on high alert when it comes to employment scams. Employment scams have been on the rise since the onset of the pandemic and scam artists have been taking advantage of defeated jobseekers.

Employment scams come in plenty different forms; however, they typically involve tricking you into giving out your personal information or request you to send money to an illegitimate employer, they typically use the words “admin fee” which is payable by yourself and will not be taken off any salaries and/or bonuses. 

In most cases, scam artists will imitate real organizations or create an entirely fake / non-existent company with a website that looks like a legitimate website.  

Oftentimes, the scam artist will find your information from job search engines such as Careers24, LinkedIn or Indeed and reach out stating that you are the perfect candidate for a position that they need filled immediately or they will claim that your job application has been successful and will even go as far as giving you a salary amount, however, you’ll note that they never mention the company you will be working for and they also do not provide you with any contact details such as a contact person or contact number as “this goes against their company policy”.

These job opportunities often look appealing, offering a high salary or the chance to work from home. The scam artists will ask for sensitive information, such as a picture of your driver’s licence / ID document, social media account links, bank account information, which are common pieces of data needed to complete the hiring process – so the opportunity may not seem out of the ordinary, however, what you should keep in mind is to never give this type of information out before being invited to attend an official interview whether it be via Zoom, Teams or a physical face to face meeting.

The newest venue for employment scams has been on social media sites including Facebook, LinkedIn and Twitter. Scam artists create fake profiles, post job advertisements to share them on these platforms. It’s important to verify that social media accounts are genuine before clicking any links on their posts to apply for any employment positions, no matter how attractive they may look.

They have also started sending out emails explaining that you have been selected or have been successful in your application, however, we urge you to diligently read through the email as no company will EVER ask you to pay for a job, they might request that you conduct your own background screening, as this may be for ease of reference to them.

SIGNS OF EMPLOYMENT SCAMS EVERY INDIVIDUAL SHOULD BE MADE AWARE OF:

  • Scam artists request sensitive information before giving you the official job offer, or before hosting a face-to-face interview,
  • You receive an email, phone call or text message for a job you didn’t apply for, 
  • You would be able to pick up on spelling and grammar mistakes,
  • They contact you via an email that would match the company domain such as Gmail accounts,
  • They ask you to provide money or to deposit and transfer money to them as an admin fee,
  • The job offers usually include a high salary for minimal effort,
  • They do not supply you with any contact details for further information,
  • They tend to ignore any emails sent to them in response to the initial email sent to you,
  • They do not give you enough lead time to conduct said background verifications and claim that a Police Clearance certificate does not “count” as an official criminal record check.

When a job offer seems too good to be true, it probably is!

HOW TO AVOID FALLING FOR AN EMPLOYMENT SCAM 

  • Do research on the company before applying for the job, 
  • Call the company using the listed number found on the website instead of the number they provide in the email or text message, 
  • Check to see whether the job offer is posted anywhere on their website,
  • Ask for references from people who have done the same job,
  • Never transfer money to someone else or send an up-front payment to an employer,
  • Never send out sensitive documents such as ID documents, proof of Qualification certificates etc.,
  • Look out for spelling and grammar mistakes,
  • Check to see if there is any form of company identification present in the email or text message received,
  • If there is no response to your email sent to them, there is a HIGH possibility of it being a scam.

Be safe out there!

Yours sincerely,

Searchlight Background Screening & Criminal Record Checks

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Background Screening Personal Due Diligence Pre-Employment Checks

DUE DILIGENCE – IS IT AN IMPORTANT HR FUNCTION?

DUE DILIGENCE – IS IT AN IMPORTANT HR FUNCTION?

By Kyle Condon

Definition of Due Diligence:

“Due diligence is the investigation or exercise of care that a reasonable business or person is expected to take before entering into an agreement or contract with another party, or an act with a certain standard of care. It can be a legal obligation, but the term will more commonly apply to voluntary investigations”. {Wikipedia 16 January 2020, at 12:53 (UTC)}

What is important when conducting due diligence in HR:

It is in any company’s interest to conduct due diligence whether it is employing potential candidates or signing legal documents with potential vendors and/or partners.

Below are some important points to look into when conducting due diligence:

Recruitment process:

Recruitment of potential employees essentially starts when an add is placed for a vacancy to be filled. Listed below are some of the points that should be looked into when considering potential candidates:

  • Are there any spelling mistakes made on the CV?
  • Does the ID number reflecting on the CV correspond with the ID number reflecting on the ID document?
  • Does the ID belong to the candidate?
  • Are there any employment gaps and, if so, why?
  • What is the candidate’s residential address – this would be important to look into when it comes to the candidate’s ability to travel to and from work on a daily basis.
  • Is the candidate over qualified for the position advertised?

It would always be in the company’s best interest to conduct criminal record checks, qualification verifications, past employment/reference checks, credit bureau searches and ID verifications before employing a potential candidate in order to ensure that there is no substantial information found.

Employee personnel files:

It will always be beneficial to the company to have updated employee personnel files on current and past employees. Below are some important points to keep on file:

  • A copy of the employee’s ID, CV and qualification certificates.
  • Any background screening verification reports i.e. criminal record reports, qualification verifications, past employment/reference checks and credit bureau searches etc.
  • The signed contractual agreement between the company and the employee, this would include the contractual agreements between the company and temporary employees.
  • Salary details, including any increases, bonuses etc.
  • The employee’s positions held in the company i.e. was the employee ever demoted or promoted.
  • Record should be kept of the amount of leave days requested and how frequently leave is requested.
  • Record should also be kept of any disciplinary action taken against employees, this would include notes of verbal warning, written warnings and/or disciplinary hearing minutes and outcomes.
  • Record should also be kept on the employee’s time keeping, performance etc.

The above information would come in handy should another company request to conduct a past employment/reference check or when the candidate’s performance is reviewed.

Due diligence into potential vendors:

What to look into when considering to enter into a business relationship with an outside vendor:

  • Is the company registered?
  • Are any of the directors/members politically compromised?
  • Does the company’s registration number exist?
  • Does the company’s VAT registration number exist?
  • Does the company have an official email address and landline number that is registered to the company?
  • Does the company have a registered address (a site visit would be recommended at this stage in order to ascertain if the company runs its business out of a residential address or if they have an actual office building?
  • Be very aware when gmail or yahoo email addresses are provided.
  • What is the company’s annual turnover?
  • Does the company have a high staff turnover?
  • Does the company have any reputable trade references?
  • Is there any negative reviews or media content available?

It has been and will always be beneficial for any company to conduct due diligence before employing a potential candidate or forming a business relationship with another company as this would ensure that the company is aware of what they are getting into.

Call me for further information pertaining to our due diligence services.

Kyle Condon

Owner

Searchlight Background Screening & Criminal Record Checks

082 820 5363

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Background Screening Personal Due Diligence Pre-Employment Checks

IMPORTANCE OF COMPREHENSIVE PRE-EMPLOYMENT BACKGROUND SCREENING

IMPORTANCE OF COMPREHENSIVE PRE-EMPLOYMENT BACKGROUND SCREENING

By Kyle Condon

In the fast-paced world we live in today, employers often overlook the importance of conducting risk-based pre-employment screening checks. These include

Criminal Record checks, Credit Bureau checks, Past Employment Reference checks and Qualification Verifications, to name a few. If these essential pre-employment screening steps are “skipped” during the employment process – or if the checks are done in a half-hearted manner – employers run the risk of employing candidates with a history of fraud and other criminal activities unbeknownst to them.

Below are some of the concerns employers have when approached with the idea of implementing risk-based pre-employment screening on protentional candidates:

Is background screening of potential candidates legal?

Employers have every right to conduct background screening checks on protentional candidates, provided that they have obtained the written consent from the candidate. It is in the employer’s best interest to ensure that they are hiring the candidate best suited to the position.

Would employers lose “good” candidates when asking for their consent to run background checks?

No. Any “good” candidate would be more than willing to give written, signed consent to have the required checks conducted as they would not have anything to hide.

It would be a tell-tale sign that a candidate has something to hide, should they refuse or become uncomfortable when asked to sign and give written consent for background screening checks to be conducted.

Would background screening be a waste of money?

The cost of conducting risk-based background screening checks will most likely cost less than the financial damage that one poor hiring decision can cause.

By conducting risk-based pre-employment screening checks before employing a potential candidate, the employer is given an “overview” of who they are really employing i.e.:

  • Does the candidate have any existing financial difficulties (which are often a precursor to fraud)?
  • Is there any fraudulent information reflecting on their CV’s (not often picked up by the untrained eye)?
  • Does the candidate find it difficult to adhere to the law?

It is, therefore, of utmost importance that employers conduct risk-based pre-employment screening checks on each and every potential candidate, whether it be a permanent employee or a contractor, before employment is offered.

Call me for further information pertaining to our comprehensive pre-employment background screening services.

Kyle Condon

Owner

Searchlight Background Screening & Criminal Record Checks

 

For more information, contact Kyle Condon on 082 820 5363 / saint@intrigue.co.za.

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DUE DILIGENCE AND THE IMPORTANCE OF OPEN SOURCE INTELLIGENCE (OSINT)

DUE DILIGENCE AND THE IMPORTANCE OF OPEN SOURCE INTELLIGENCE (OSINT)

By Kyle Condon

The power and importance of well executed Open Source Intelligence, combined with comprehensive Due Diligence, has become a critical weapon in the ongoing fight against commercial crime and fraud.

Our private commercial investigation sector obtains about 70% of its Intelligence content from Open Source Intelligence (OSINT).

The evolution of the internet and the emergence of new intelligence gathering mechanisms has given birth to a whole new universe of information. Investigators, Security Practitioners and Risk Consultants now need to navigate this plethora of information to prevent crimes and secure evidence for prosecution, profiling and risk mitigation.

Due Diligence, though, remains the cornerstone of a comprehensive risk mitigation portfolio. Yet it is far too frequently ignored in the quest for hasty position filling, fast contract negotiations and speedy tender acceptance.

The seasoned Investigator or Loss Control Professional is often bypassed in the company’s blinding pursuit of “Contract Signed Syndrome”. This often results in devastating losses through scammers and experienced fraudsters.

Kyle Condon, Grad of Institute of Security (SA) is a 30-year veteran in the field of Due Diligence and Commercial Loss Control Investigations. He is the owner of D&K Management Consultants, one of Southern Africa’s leading forensic and commercial crime investigation companies.

Kyle is a recognised authority in the field of investigations and is regularly requested to present his insights at conferences, both locally and internationally.

Kyle is the current Regional Director of Africa for the CII (Council of International Investigators) and has also been awarded the Gold Membership status for SASA (South African Security Association).

 

For more information, contact Kyle Condon on saint@intrigue.co.za.

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Background Screening Personal Due Diligence Pre-Employment Checks

PRE-EMPLOYMENT BACKGROUND SCREENING AND THE HR MANAGER

PRE-EMPLOYMENT BACKGROUND SCREENING AND THE HR MANAGER

By Kyle Condon

Today’s Human Resources departments find themselves under intense pressure to “speed up” the hiring process and get vacant positions filled at a lightning pace. In fact, so much so that the “microwave society” HR personal operate within has become a department less focused on intricate detail before hiring, and more focused on the business continuity… but at what cost?

Ask any HR Director/Manager worth their salt about the changes in their industry or department over the past 20 years and you will quickly be told about how executives or clients want posts filled today… not tomorrow.

The reality, though, is that the days of CVs being honest portfolios of a potential candidate’s past are long gone. A “good gut feeling” simply cannot be used as a hiring factor any longer.

The Internet of Things has changed the world forever and with it the way in which we hire and run background checks on people. I could never argue that the internet is an excellent background screening tool. I will argue that, when used by those who don’t really understand the investigation side of internet mining, the information found will be minimal, often plain useless and insufficient to make any real informed decisions on hiring or entering into employment contracts.

However, fortunately HR is now able to tap into support partners whose full-time specialist skills encompass comprehensive background screening and vetting – companies that completely understand the importance of criminal record searches, OSINT mining, credit references, fraud register searches, media searches and qualification verification. Better yet, these services are all performed within a fraction of the time that most HR departments can gain reliable knowledge about candidates.

A background screening firm such as Searchlight Background Screening and Criminal Record Checks performs over a thousand criminal record checks in South Africa every year, and each one is completed within 48 hours.

Consider also that significant differences exist between standard database searches and those databases that require a license to access, and it becomes far clearer why HR managers and departments can no longer afford not to partner with a specialist background screening company.

As a reminder, it is important for me to point out that (contrary to what many brokers and firms say) there is only one 100% way to accurately check for criminal records, past convictions or pending cases – and that is via the scanning of a candidate’s fingerprint.

Our licensed fingerprint scanning department can legally check the applicant’s fingerprint against the South African Police Service record database and submit reports back to the HR department within 48 hours.

Remember, relying on criminal record checks based solely on Identity Numbers is very risky. Especially in a country where Identity Theft is rife!

Imagine the liability claims and disservice a company is doing to its employees if an act of workplace violence takes place, after a half-hearted background check performed by an unqualified person did not pick up the attacker’s previous convictions for similar cases…

Take the time to form a relationship with a professional, licensed background screening and vetting firm, it will be a very worthwhile investment.

For more information, contact Kyle Condon on saint@intrigue.co.za.

 

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