Complying with the rules in place regarding background screening of airline and airport crew is a difficult administrative task. This process eats up energy and time both for the organization’s human resources department, as well as for their candidates.
Out of concern for the safety of air travelers and others, European and Swiss authorities require actors of the aviation industry to verify the background of their employees, prior to authorizing them access to airplanes or security areas of an airport.
In Europe, the regulations call for two different types of verifications: “standard” or “enhanced” background checks. Before the concerned person takes part in initial security training they must undergo a “standard” background check. The “enhanced” background check shall be conducted, before a person is permitted to perform or assume responsibility for screening and access control or other security functions.
Here is a quick overview of the two different checks:
Standard (every 3 years)
- Application form for background checks
- ID or passport
- Address history
- Work experience (last 5 years)
- Employment gap analysis (28 days or more)
- Criminal record
- –
Enhanced (every 12 months)
- Application form for background checks
- ID or passport
- Address history
- Work experience (last 5 years)
- Employment gap analysis (28 days or more)
- Criminal record
- Assessment and recommendation by the state police
Initial Situation
Our customer, an airline operating out of Switzerland and its candidates were facing difficulties with their background screening provider based abroad. Candidates had to rely strongly on the HR department of the company to provide them with the support and explanations necessary to fulfill their background verification. This resulted in unwanted workload and stress, both for flight personnel and human resources.
In 2021, the client turned to Aequivalent to relieve employees and human resources from the unnecessary strain, while continuing to strictly comply with European and Swiss screening requirements.
Challenges
- Candidates sometimes struggled to understand what documents were needed to justify employment and gaps of more than 28 days.
- Due to missing justifications, turnaround times were sometimes too long which put stress on the candidate and the company.
- The language barrier occasionally made the communication between candidates and the former provider difficult and inefficient.
Improvements
- The company’s HR department and candidates rely on Aequivalent to help navigate the process and provide necessary documents.
- On average, Aequivalent is able to finalize a dossier in only 2 weeks.
- With a platform available in 4 languages, and over 15 languages spoken by our colleagues, candidates communicate easily with the Aequivalent staff.
Background check objectives with Aequivalent
Background check objectives with Aequivalent
We would love to help you out!
Whether you are based in Zurich, Geneva, Basel, Bern, Lugano or anywhere else in Switzerland or Europe, we can help with your background checking needs. Do not hesitate to reach out at info@aequivalent.ch, +41 24 524 30 02 or:
