Are you considering hiring an individual for a position of trust? It may mean that you need an up-to-date police check as part of the application process.
Conducting criminal background checks for employment for new staff is now becoming increasingly commonplace in Australia. A pre employment background check is a mandatory requirement for many industries with organisations conducting these as part of their risk management process.
Why should I conduct a police check on potential employees?
There are many benefits to conducting a criminal history check for your prospective staff such as:
- Creating a safe environment at your workplace
- Safeguarding you from any employment-related risks and,
- Protecting your most valuable assets such as your staff, property and the reputation of your organisation
What do I need to consider before I conduct a police check on a new employee?
Before you decide to conduct a criminal history check on an individual applying for a specific position, you should consider the following:
Develop a criminal history check policy
Do you have a well-documented police checking policy at your organisation? Before you conduct a police check for a new employee, you should strongly consider creating or revising an existing criminal history check policy. By doing so, you create transparency between your organisation and your potential candidate, about the purpose of conducting the check and cover yourself against any potential misunderstandings.
Be clear about requiring a police check right from the start
There’s nothing worse than catching your candidate by surprise. To avoid any frustration, clearly stipulate the need for a employment background check on your job advertisement. You may also choose to disclose that having a criminal history does not exclude people from applying. Stating this upfront allows for a more transparent discussion in the early stages of the recruitment process.
Reiterate the requirement for a criminal history check
Once a candidate progresses to the next stage of the recruitment process, take this time to reiterate that the role requires the applicant to consent to, and undergo a police check. Clearly outline the risks associated with the position and that the criminal history check will be assessed against these.
Proceed with conducting police checks for short-listed candidates
Reduce your recruitment costs by only screening the candidates that you are seriously considering for a position. In this way, you can reduce your overhead expenses whilst minimising the risk of disclosing confidential information unnecessarily.
Need to conduct a police check for a potential employee? Download our Criminal History Screening Best Practice Guide and be on your way to developing a comprehensive criminal history screening program for your organisation today.