HPI workforce accountability · 02

Readiness and credential controls

Matching is only one part of workforce delivery. HPI uses role-specific readiness and credential controls before a candidate is presented or mobilised.

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How HPI approaches this

Defined, controlled and evidence-led.

Candidate evidence

We gather the information needed to understand identity, professional standing, work eligibility and role suitability.

Identity, contact details and right-to-work evidence
Qualifications, employment history and professional references
AHPRA registration where applicable
Role-specific screening, licences and training evidence

Verification and currency

Evidence is checked against the source or authorised verification process and recorded in HPI CRM v2.14.

Verification source, date, result and reviewer recorded
Document expiry and renewal dates controlled
Discrepancies, limitations and conditions escalated
Consent obtained before relevant third-party checks or sharing

Readiness decision

Candidates progress only when mandatory controls are satisfied or an authorised, documented decision addresses an outstanding matter.

Role-to-candidate requirement comparison
Risk, restriction and reasonable-adjustment consideration
Completion status and outstanding-action ownership
Compliance approval before presentation or deployment

Intended outcome

A traceable readiness decision supported by current evidence, documented verification and clear responsibility for any outstanding requirement.

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