aditi lanka, security services, vip bodyguard services, sri lanka
aditi lanka, security services, vip bodyguard services, sri lanka
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Aditi lanka

Aditi Securing Your Future

Employee Screening




To explore various methods available when conducting a pre-employment screening investigation in the attempt to hire honest employees, that are less likely to commit fraud against their organization. While many companies perform the most basic type of background checks, ADITI suggests that companies should go beyond the basics when hiring their employees.


Practical Implications

Background checks have become a widely recognized method of pre-employment screening. However, these checks are just one part of the employee selection process and companies should understand both the practical and legal implications of conducting additional checks.


At the end of this document, we will discuss relevant steps that an employer should implement before and after the background checks.


The Perpetrator

All fraud perpetrators share three common behaviours

  • A ‘‘hidden’’ financial motive;
  • A perceived opportunity to commit fraud without being detected; and
  • An ability to rationalize the behaviour.

The first step in preventing fraud and managing risk is encapsulated in hiring correct leaders and workers.


Prevention: Pre-employment Screening

Background checks are designed to ensure the accuracy of information provided by the candidate, it may include:

  • A reference checks.
  • An employment history check.
  • Educational and professional credentials check.
  • Criminal record check.
  • Media check.
  • Social Media Networking search

“We are what we repeatedly do.

Excellence then, is not an act, but a habit”

Types of Checks

Resume verification

  • Candidate’s educational history
    • All prior employment/ full academic history / post-high school, and any qualifications, certificates or activities, or professional qualifications that applicants include in their resume.
  • Investigations should include looking into the status of any professional licenses or if candidates were subjects of any disciplinary action in the past.

Media search

  • How the candidate has appeared in the press either in his or her professional life or in his or her philanthropic or personal life – to be conducted if only needed.

Social Media Networking search

  • Interviewer to ask questions from the candidate about the usage of social media (FB, Insta, Twitter accounts..etc,…)


Credit Check – Credit Information Bureau of Sri Lanka

An employee can obtain a credit report on behalf of him from the Credit Information Bureau (CRIB)


To obtain your own Credit Report (iReport)?

According to the provisions of Credit Information Bureau Act No 18 of 1990 (as amended by Act No 42 of 2008), CRIB has been delegated with power to issue credit reports to any subject to whom that information is related. The Bureau commenced issuing Self Inquiry Credit Reports (iReport) in December 2009.


Driving Records

Unfortunately, the Motor Traffic Department of Police (MTDP) does not retain these records. (they have only the written documents). Therefore, in an urgent situation to collect the information from MTDP will be a long process.


Honesty/Integrity Testing

Structured interviews are the opportunity for the interviewer to read the non-verbal cues of the applicant such as gestures, posture, and eye contact.

A trained interviewer may be able to detect evasiveness or uneasiness in response and can provide constructive feedback on a person’s trustworthiness.


Reference Check

Collecting information about the candidate’s reputation in the previous job and competency.

(References or people who have been supplied as sources of references by candidates can also be invaluable in the process of questioning. However, one should not be surprised when references of the candidate provide positive feedback; References provided by candidates are less likely to be impartial.)


Criminal History

Police Clearance Certificate – After hiring the employee.


  • Date of the police certificate.
  • Name.
  • NIC number.
  • Permanent address.
  • The police station issued the certificate.
  • Seal of the signed Police Officer.
  • Period to match with the employee’s information produced.




-Jeffrey Jones

What Employers Need to Know

  • An employer must make sure that you’re treating everyone equally. Employers must be impartial and unbiased.
  • Get the candidate’s written permission to do the background check.
  • It’s not legal to conduct background checks of candidates if that decision is motivated by any discrimination including race, nationality, color, sex, religion, disability, genetic information (including family medical history), age (40 or older), marital status, or sexual orientation.
  • The employer must not request medical information before a conditional job offer. If the employee has resumed employment, the employer must not request medical information unless there is substantial evidence the employee is unable to complete the functions of his/her job or pose a safety risk due to a medical condition.

If you obtain background information (criminal background report) from the department of Police of compiling background information;

  • Inform the candidate or employee you might use the information for decisions about his or her employment. This notice must be in writing and a stand-alone format. You can include some minor additional information in the notice (like a brief description of the nature of consumer reports), but only if it doesn’t confuse or detract from the notice.


Using Background Information

Any background information the employer receives from any source must not be used to discriminate in
violation of national law. This means that you should:

  • Apply the same standards to everyone.
  • Be more aware when making employment decisions on the employee’s background.

Once all the documentation and recordkeeping is over, you may securely dispose of any background reports you obtained.