As a responsible employer, you must perform thorough checks of every applicant’s qualifications, criminal or police background, references, credit history, and litigious conduct before extending a job offer. It’s crucial that the screening process is fully compliant with the Australian Privacy Principles (APP), various state laws, and anti-discrimination legislation.
What’s Involved in Employee Screenings?
The processes involved in an employee screening seek to verify the background of the employee, their qualifications, the validity of their skills, and the experience they stated in the job application.
These checks would uncover the following details:
- Job employment history – Their commitment to previous employees or lack thereof
- The candidate’s integrity – Were the claimed experience and qualifications misrepresented or accurate?
- Any history of litigation against former employees.
What Do Employers Check?
The standard checks most employers run on their applicants include:
- Qualification – This includes evaluating relevant documents for quick and easy verification.
- Reference – This is done through personal calls for a more realistic and accurate view of the potential employee.
- Criminal Background – A national police check in Australia would determine if a potential employee has a criminal record or not.
- Litigation History – This is conducted to determine if a candidate has past contractual breaches or litigious conduct that could potentially put your company at risk.
- ASIC Register – Looking at the Australian Securities and Investments Commission (ASIC) could disclose whether the potential employee has been disqualified or banned by the ASIC.
- Mandatory Requirements – Certain jobs require mandatory checks particular to the job title. At the most basic level, however, you must make certain that a candidate is legally permitted to work in the country.
- Credit and Bankruptcy History – These checks could provide an indication of the potential employee’s reliability and responsibility.
All employers should take significant time to conduct the employee screening methods mentioned above to make certain that they’re getting the right employee for the right job.
Hiring the wrong employee could result in various issues in the future, ranging from relatively minor problems like incompetent performance to more severe problems like litigation, reputation damage, and fraud. With this in mind, make certain to conduct your due diligence to avoid issues in the long run.