Every business must comply with regulatory guidelines whether issued by a government agency, a union or bargaining council, or to enforce company or customer’s policy. Core Compliance is applicable to every recruit, for instance establishing the right to work.

Making quick, consistent and reliable checks can be complex and time-consuming. This is especially the case with the increase of diverse workforce and flexible ways of working, as we’ve seen since the start of the Pandemic. Proper compliance checks are essential to avoid penalties, pass audit, and provide only qualified, vetted human resources.


Our highest priorities at 3B Onboarding have always been to be a trusted supplier, and to drive our client’s successes. Compliance produces trust. To achieve our goals, including the best-in-class compliance engine, we built on one of most secure, trusted, and robust CRM system in the world – Salesforce. As a result, we can offer a wide range of powerful features that save time, mitigate risk, and decrease the number and volume of administrative tasks our clients undertake.

  • Candidate Onboarding – streamline both the risk assessment and document collection aspects of candidate onboarding through a consistent process across your organisation for all staff who need to validate identity documents for Right to Work checks.
  • Identity Verification – automated ID Checks through third party IDSPs such as Onfido, HooYu and Yoti
  • Third Party Integration – easily integrate with established parties that can verify identity, certificates and flag potential unreported issues and risks.
  • Compliance & Eligibility Check – digital checks identify suspicious documents and flag them You can further apply an advanced filtering system and vet candidates based on their skill set, past experience and much more.
  • Point-based system – build dynamic rules (if this then that), which will evaluate candidates against a predefined criteria and segment them into categories.
  • Ongoing compliance verification – monitor for expiration dates and receive alerts for any important upcoming events that are considered relevant to compliance.
  • Resubmit – ability for a candidate to resubmit compliance documentation.


Good compliance software will do most of the heavy lifting for you. The process starts by screening the candidates in a point-based system and will evaluate them based on predefined questions that you may have added in the application process to filter those who do not have the right documents to work legally. Those who are not suitable, are filtered out.

In stage 2 the software will parse the CV and will look for a certain set of keywords in the resume, cover letter, and any other supporting documents that can show that the person has relevant experience in the field. If the applicant doesn’t pass this stage, he will be filtered out.

Finally, those candidates who have passed both stages are moved to an onboarding phase in which in-depth information is collected like references, eligibility to work a specific job, etc. Right-to-work documents are verified, through a manual verification or one performed by a specialized service like Onfido. Once onboarded, there’s ongoing compliance level monitoring, since the candidate’s details or status may change.

So, your company will get to check the resumes of only individuals who are eligible to work, meet the predefined standards and have relevant experience. You are not wasting time on reviewing applications that have nothing to do with the advertised vacancy and you focus only on the best prospects – saving time and being quicker than the competition to snatch the gems.

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