Finding out that an employee at your organisation has a criminal record which impacts their suitability for the role they’ve been hired for, can put you in an uncomfortable position. Your first reaction may be to remove them from that position with immediate effect, especially if you’re worried about any risks they present to your company.
If your organisation wants to conduct police checks on current or potential staff members, depending on your needs and circumstances, you can source them from one the following:
If you want to incorporate police checks into your organisation’s criminal history screening process, you should consider developing a comprehensive written policy first. The advantages are numerous.
Have you ever run criminal history checks on future or current staff members hoping to not find anything – but then you did? Being prepared in these situations will make life easier for your organisation.
You’ve run a criminal history check and found something! What do you do now? Or rather, what can you do now?
Mitigating employment risks for your organisation may mean that you need to conduct a criminal history check for new and existing employees. Doing so can help you assess any risks they pose for your organisation’s reputation, your clients, and, your workforce.
Thinking of hiring a new employee? It’s worth checking whether you need to run a police check on your potential candidate.
Is one of your existing employees moving into another position that exposes them to a different level of risk from their current role? Do your homework to find out if an employment background check is required before they step into the new role.
“Without trust, we don’t truly collaborate; we merely coordinate or, at best, cooperate. It is trust that transforms a group of people into a team.”
– Stephen M.R. Covey