<aside> <img src="/icons/info-alternate_green.svg" alt="/icons/info-alternate_green.svg" width="40px" />

Click link below if you are a South African customer 👇

🇿🇦 Safehire.ai | Red Flag Guidance (SA)

</aside>

What should I do now?

Firstly, breathe. We are going to talk you through the things you may wish to consider so that you can act responsibly in the best interests of your organisation and the candidate.

<aside> <img src="/icons/info-alternate_blue.svg" alt="/icons/info-alternate_blue.svg" width="40px" />

Important context: All decisions about next steps, escalation, and reporting sit with you as the data controller, in line with your own policies, legal duties, and professional advice. The examples in this guidance are illustrative only and are not operational instructions.

</aside>

New Hires vs Existing Employees what this guidance covers

This guidance applies in two situations:

New hires (pre-employment screening)

Use this guidance when you are screening a candidate during recruitment, and a Red Flag Report is returned. This may inform safer recruitment decisions alongside DBS checks, references, and your recruitment policies.

Existing employees (routine or risk-based screening)

Use this guidance when you are screening an existing employee as part of routine safeguarding reviews, role changes, or where concerns have been raised. A Red Flag Report should be treated as a safeguarding and HR matter, and handled proportionately, fairly, and in line with your internal policies.

When a Red Flag is identified

Understanding a Red Flag Report

A Red Flag Report means that Safehire.ai has detected associated activity linked to an individual (either a candidate or an existing employee), which falls under one or more of the following risk categories:

<aside> <img src="/icons/list_red.svg" alt="/icons/list_red.svg" width="40px" />

• The individual has actively posted in forums linked to child sexual abuse material, radicalisation, extremism, or hate speech.
• Personal identifiers (email, phone, username) appear in databases linked to associated risk categories.
• Searches or file server/website visits indicate clear engagement with harmful material. </aside>

This is what a Red Flag report will look like. The most important section is the analyst’s report. This is verified and written by a human and explains the detailed associations found.

Examples of actions you may consider

The actions below are illustrative only. You will decide what is right in the context of your own setting, policies, and advice. Before acting, check how these steps fit with your own safeguarding, conduct, and disciplinary policies.

<aside> <img src="/icons/list_blue.svg" alt="/icons/list_blue.svg" width="40px" />

• Letting your safeguarding leads know, such as your Designated Safeguarding Lead (DSL) or HR Compliance Officer.
• Deciding who else needs to be aware of the findings, and keeping this on a strict need-to-know basis.
• Taking time to verify and understand the findings so they are not misread or used unfairly.
• Getting legal advice where helpful.
• Following legislative guidance and thinking about whether to report to external authorities (for example, the Local Authority Designated Officer (LADO), police, or children's services), based on your own legal advice, safeguarding duties, and professional judgement. Any decision to report externally is made by you as the controller. </aside>