This article originally appeared in LinkedIn Pulse, authored by Louise Vella.
In an era where trust, transparency, and integrity are no longer optional but essential, selecting senior executives is one of the most consequential decisions a company can make. As risk managers, lawyers, and boards increasingly understand, it is not enough to rely on résumés, references, or even reputation alone.
The 2021 Candidate Background Screening Survey, published jointly by the Association of Executive Search & Leadership Consultants (AESC) and the Mintz Group, underscores just how critical thorough background checks are in the executive search process.
At AIMS International Malta, we are proud to be a member of AESC. Being part of a recognised global body means adhering to the highest standards of professionalism in executive search, including rigorous, independent candidate screening. Our clients in Malta (and beyond) can take comfort in knowing that when we recruit for the C-Suite or board positions, we align with these best practices.
Below, we summarise key lessons from the report, relate them to the Maltese context, and propose practical guidance for companies, boards, and shareholders who want to ensure they are making the right leadership choices.
1. The Prevalence of Background Screening
Nearly 80% of executive search firms surveyed conduct background screening on candidates. In many cases, such screening doesn’t just influence hiring decisions, it can eliminate candidates or trigger serious concern. For senior leadership positions, the stakes are simply too high to leave anything unchecked.
2. Red Flags Uncovered
Background screening often uncovers issues that would never emerge during a traditional recruitment process. Among the most serious findings are:
Sexual harassment complaints or regulatory investigations
Candidates under investigation by regulators, e.g. involvement in fraud or misconduct
Offensive or inappropriate social media posts that could damage reputation and stakeholder trust
Bankruptcy or financial collapse connected to the candidate, especially when they served as a board member or held senior responsibility
These red flags highlight why relying solely on CVs, references, or even a police conduct certificate is insufficient. Comprehensive checks can reveal issues that may not be immediately visible but could have severe consequences for reputation, compliance, and long-term business sustainability.
3. Accuracy, Scope, and Speed Matter
The survey revealed that when screening is outsourced, firms most value accuracy, followed by compliance and speed. However, scope is just as important: incomplete checks — for example, ignoring foreign jurisdictions, relying only on recent records, or overlooking non-English sources — leave critical gaps.
4. Key Advantages of Executive Screenings
Why invest in thorough background checks during executive hiring? The benefits go far beyond avoiding potential pitfalls.
Protecting Your Reputation An organisation’s reputation is one of its most critical assets. A lapse in judgment at the leadership level can quickly become public. Comprehensive screenings help prevent reputational damage, reinforcing trust and long-term credibility.
Minimizing Risk Exposure Hiring the wrong executive can lead to legal complications, regulatory violations, or even criminal investigations. By conducting detailed background checks, your organization is better equipped to handle scrutiny and demonstrate compliance during audits or reviews.
Securing Company Assets Senior-level misconduct often stems from insiders who were not properly vetted. A thorough screening process safeguards your financial assets, proprietary information, and shareholder interests by filtering out potential bad actors.
Boosting Stakeholder Trust During leadership changes, stakeholders, from investors to employees, pay close attention. A transparent and rigorous vetting process signals responsibility and strengthens confidence in your organization’s leadership decisions.
Championing Ethical Leadership Background checks go beyond due diligence. They represent a clear commitment to integrity and accountability. Companies known for rigorous screening are more likely to attract ethical, high-performing executives who align with their values.
AIMS International Malta’s Approach
At AIMS International Malta, we combine global best practice with local expertise:
We do carry out background checks on senior candidates.
We ensure checks are international in scope, not just Malta-based, and cover regulatory, financial, and reputational risks.
We carefully balance technology (e.g. social media scanning, digital databases) with human judgment, ensuring findings are contextualised and reliable.
We make the process transparent for clients and candidates alike: what we check, how we report, and how sensitive information is handled.
We also stress that while asking for a police conduct certificate is a good starting point, it is not enough. A clean police record does not guarantee integrity, nor does it reveal past misconduct abroad, financial issues, or undisclosed regulatory actions.
Practical Steps for Maltese Companies
Formalise executive screening policies: Require checks for all leadership and board hires.
Engage reputable, licensed partners: Choose firms with memberships like AESC and a clear record of compliance.
Screen early in the process: Identify red flags before final offers are made.
Respect privacy laws: Ensure candidate consent and GDPR compliance.
Define escalation paths: Decide which red flags are disqualifying, which require context, and which can be mitigated.
Conclusion
In today’s business environment, due diligence in executive recruitment is not a luxury — it is a necessity. The AESC-Mintz report makes it abundantly clear: many executive search firms already conduct comprehensive background screening, and too often, serious issues emerge that could not have been caught by interviews and references alone.
At AIMS International Malta, we believe that strong leadership begins with trust, integrity, and verification. That is why we carry out background checks as part of our executive search process. While a police conduct certificate can serve as one mitigation factor, it is never enough on its own. The stakes for leadership are too high to leave risk unmanaged.
"By choosing partners who are not only licensed and globally recognised but also trusted for their ethics, you protect more than just your leadership team — you protect your company’s reputation and its future." — Louise Vella, Managing Partner @ AIMS International Malta
About the Author
Louise is a seasoned professional with over 25 years of experience in the Corporate Services Provider (CSP) industry. She has supported a wide spectrum of clients, including those from the corporate, private, and public sectors, as well as entrepreneurs, across various aspects of company secretarial work, corporate governance, trustee, directorship services and risk management.
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