deployed contract workers
Record payroll employer separately from the organisation receiving the worker.
Industry verification planning
Background verification services for Manpower Supply
Plan supplied-worker verification around the staffing employer, client deployment and changes of contractor at a site.
Start with the actual job
Role-specific planning for Manpower Supply
The legal employer, deployment client and assignment history should remain separate in high-volume intake.
site coordinators
Identify site-coordination duties and the employer holding the records.
staffing supervisors
Clarify staffing-supervision responsibility across client assignments.
Use repeatable consent and document requests while preserving each candidate's individual source responses and opportunity to clarify.
These are planning examples, not client case studies, mandatory check lists or a guarantee of hiring suitability.
Purpose before package
Checks to discuss and why they matter
These are starting points for agreeing a scope, not a blanket package for every person in this sector. Confirm duties, consent, source access and the employer's requirements first.
Identity Verification
Match the candidate's identity to the records being checked. Explain name changes or spelling differences before approaching sources.
Employment / engagement history
Prepare agency legal names, employment dates and client deployments, including transfers when a site changes its manpower supplier.
Address Verification
Record actual residence and any temporary worker accommodation separately, then agree which occupancy claim is in scope.
Court, police, database and other checks are not automatic additions. Agree their purpose, permitted sources and limitations separately. A name-only match is not a confirmed adverse finding. Review available services.
Prepare records, not excess data
Inputs for a Manpower Supply intake
Prepare agency legal names, employment dates and client deployments, including transfers when a site changes its manpower supplier.
- Define the proposed duties and whether each past engagement was employment, contracting, deployment or another relationship.
- Prepare the candidate's agreed identity details, consent and an employer timeline with dates and any name changes.
- Identify authorised source contacts and explain unavailable documents, short assignments or conflicting names before dispatch.
For the address verification scope
Record actual residence and any temporary worker accommodation separately, then agree which occupancy claim is in scope.
- Candidate consent
- Complete address with postal code
- Permitted proof of address
Collect candidate documents only through the agreed secure intake. The public enquiry below is for business scope, not identity documents, employee records or account credentials.
Read the document preparation guideResolve ambiguity before a finding
Questions when screening Manpower Supply roles
What if the manpower supplier changes while the worker stays at the same site?
Capture the old and new employer periods and the continuing deployment. Remaining at one site does not establish continuous employment with the same legal entity.
What if a record is incomplete or the source does not respond?
Request clarification, identify any agreed alternative source and distinguish an unavailable response from a confirmed discrepancy. The report should state which claim was checked, what the source returned and what remains unresolved. The employer makes its own policy decision.
How are the quote and completion window agreed?
Share candidate numbers, hiring roles, locations and the employers or qualifications per candidate. The quote and expected window depend on that scope, record completeness, source response and any field method. This guide does not publish a fixed price or guaranteed deadline.
Agree a practical scope
Discuss your Manpower Supply hiring
Share the roles and hiring locations. We will confirm the proposed checks, evidence requirements, exclusions and next steps.
No candidate documents are needed in this enquiry. Include only business requirements, not another person's sensitive records.