We Get Excited About Due Diligence So You Don’t Have To

Posted on February 2014 By Speller International
Due Diligence

​The phrase “due diligence” gets thrown around a lot in business circles. Too often, it lives alongside the type of business jargon that can invite glazed eyes and contagious yawns.

But we see things a little bit differently at Speller International because let’s face it; as boring as jargon maybe at times, it exists for a reason.

Our overarching goal as a business is to match the best possible candidates with the best jobs in the SAP market. And the most powerful weapon in our arsenal is…due diligence…the Speller way.

So, what exactly do we mean by due diligence? Basically, not leaving any stone uncovered when it comes to quantifying and verifying our candidates’ experience and suitability to a role. This is the recipe for happy clients and happy candidates. 

Due diligence is not merely an exercise in quantification, ticking boxes on a checklist and hoping for the best. It is a symphony of at least three essential parts: the methodology, the people undertaking it, and one that is often overlooked, the role the client plays.


1. Pre-screening

Conducting a thorough examination of an applicant’s CVs is the critical first step. We all know that CVs often contain “meaningful errors”, or shall we say…embellishments.

2. Informal Reference Check

Next, all our candidates undergo an informal reference check (with the candidate’s permission) with people in the Speller International network. This step helps us identify ‘behind the scenes’ information, providing us with timely and unique insights into candidates.

3. Formal Reference Check

This is the formal step when we confirm without doubt that the candidate has the requisite skills, experiences, certification and acumen for the position.

4. Shortlist

In order to shortlist, we first undertake proper screening beyond a simple reference check, such as:

  • Verification of information provided by the prospective applicant

  • Verification of educational background and work experience

  • Conducting police and psychological testing (when required)

We then conduct competency-based interviews to test the candidate’s ability to articulate and substantiate their experience.

Lastly, we ensure the candidate understands the job brief, the salary expectations and is genuinely excited about the opportunity.

5. Interview Prep

We ensure all parties are comprehensively briefed prior to the interview.

6. Interview Debrief

Lastly we seek feedback from both parties after the interview. This is also a last opportunity for either party to seek further information they feel they may have missed in the interview.


At Speller, we are of course humble but also confident in our ability. We work hard to provide our team with the skills and experience to complement our methodology. Our consultants develop a keen eye and along with their commitment to our methodology, are able to uncover the less obvious attributes in a candidate and ultimately find the best ones.


What we tend to find is that our team and our method work best when you are at your best too. Your role in validating a candidate, especially for cultural fit, during interviews is vital. We also think this process extends beyond you and to your team. It is always advisable to include supervisors and other team members in the hiring process as they can bring unique perspectives.

So there you have it. Our teams collaborating while sticking to a proven methodology: the winning formula.Do you have any hiring questions or hiring tips you can add in the comments section below? We would love to hear from you.