Aequivalent Celebrated its’ 5-Year anniversary in 2020

In January 2019, our team gathered to celebrate the 5-year idea-anniversary of the Aequivalent concept: an unbiased and independent procedure to verify and validate job candidates’ employment history, qualifications and reputation.

Only a few months later, a never-before-seen service made its’ appearance on the swiss soil, allowing employers to digitalise the essential HR process via a secure in-house developed platform.

Since then, numerous employees, executives and external consultants from various sectors and industries lived the Aequivalent experience. Thanks to their constructive feedback, we have been able to move forward and continue to improve and simplify the platform, along with the services provided by our teams. We have been, and always will be there to help the candidates follow their (potential) employer’s standardised procedure. May it be for a swiss employer or their international subsidiaries, Aequivalent is able to perform verifications across the globe.

Building on our fast-growing experience, verification statistics have shown the efficiency of that procedure. Aequivalent is thus very proud to participate in the promotion of integrity, objectivity, and transparency within our partners’ companies. We know that our services benefit the performance of each of these entities, while significantly reducing the risk of recruitment error.

Statistics:

• 7% of people make false declarations in their dossier,
• 50% of dossiers contain points of attention.
• 48% of false declarations relate to financial probity,
• 20% to conflicts of interest and
• 2% to diplomas and qualifications.
• 72% of work experiences quoted in CVs contain inaccuracies.
• 61,5% of internet profiles contain an element of reputational risk.

In January 2022, Aequivalent will be celebrating its’ 7-year anniversary and we are glad to announce that our organisation, our platform, and our services will, once again, significantly evolve.

The future is bright!

Objectives:

• Improve the quality of hires
• Avoid costly recruitment errors
• Protect and strenghten the (employer) brand reputation
• Assure compliance of employee records
• Assure and promote integrity in the organisation
• Manage human risk
• Reinforce security
• Digitalise HR processes
• A combination of all these elements