South African Polygraph and Investigation Services (SAPIS) aim to provide comprehensive integrity assessments services, screening and investigate fraud and/or deception. The company also assist with forensic investigations by applying the science of psycho physiological detection of deception.
An integrity assessment program is the solution we offer for supplying vital information that was obtained about an individual’s attitudes toward counterproductive work behaviours. This enables our clients to make informed decisions and simultaneously manage their risks effectively. We believe that integrity forms the foundation of a person’s character and is therefore the most vital field of enquiry when making decisions during the selection process.
SAPIS is confidentially bonded, insured and all SA Polygraph & Investigation Services polygraph examiners is registered at the Polygraph Association of South Africa (PASA).
All polygraph examinations are 100% confidential.
Former General Norman Schwarzkopf said: “Leadership is a potent combination of character and strategy. But if you need to be without one be without strategy.”
SAPIS use state of the art polygraph, lie detector tests or lie detection equipment. The equipment is portable and computerized, therefore, we can service your needs throughout South Africa Also, we provide services in the Southern Africa Development Community (SADAC) & Africa as well.
Knowledge about who your staff members, suppliers, customers and business partners are, are imperative for informed business decisions and the effective managing of risks related to employment. The highly qualified and experienced assessment officers at SAPIS employ the most modern electronic and computerised instrumentation available during the multi discipline vetting process of applicants. When effectively measured, all of these tools assist in some capacity to make accurate predictions about which applicant will perform well on the job and who will be more inclined to counter-productive work behaviours.
Assessment tools may include:
- Lafayette Polygraph Instrumentation employing validated test question techniques. The answers that an applicant offer to questions that relates to theft, fraud, corruption, organised crime, acts of violence and other relevant fields of enquiry will be verified during the process of forensic psycho-physiological detection of deception. These results will be integrated with the rest of the assessment process to identify counter productive work behaviours.
- Afswitch Fingerprint Criminal Record Verification. In study after study, the variable that emerges as the strongest predictor of future criminal behaviour is past criminal and delinquent behaviour. From a criminological point of view then a person who engages in criminal behaviour over a lengthy period of time or who routinely chooses criminal or deviant behaviour as the manner by which he or she interacts with the world, is said to be demonstrating stable criminal behaviour. By evaluating this person’s past behaviour we are better able to predict the future behaviour of the person. The criminal record status and criminal history of applicants in combination with the polygraph results that enquires into undetected crimes has been found to be one of the most accurate predictor of unwanted or high risk candidates.
- Neuro Technologies Facial Recognition. Facial biometric print assisting with the identification fraud, unwanted individuals and ghost employees.
- Teruah Database Analysis. An integrity assessment program has to be backed up by an integrated database. This has been found to be vital to prevent unwanted individuals to move around amongst service providers or suppliers of large companies.
- Electronic background searches. This include credit, qualifications, and other relevant verifications. Empirical background checks that may include verification of employment history, past employment problems and interviewing of associates and references are also done when requested.
- Structured Pre-employment Interview. Interview will be conducted by qualified assessment officer. Historically, employers depend upon résumés, references and interviews as the primary sources of information for making hiring decisions. In practice, these sources have proved inadequate for consistently selecting good employees and assessing integrity and honesty. However as part of a multi discipline process the interview is a very important part of the assessment process. “Who ever is careless with the truth in small matters cannot be trusted with important matters” Albert Einstein
- Integrity and background questionnaire. Inquiring into employment background and involvement in undetected crimes. Applicant are oblige to truthfully relate relevant information with respect to the past when asked to do so. “When the truth is replace by silence, the silence is a lie” Yevgeny Yevtushenko