Background checks are employers’ primary means of securing information about potential hires other than the information provided by the applicants themselves. They are typically carried out to prevent an unqualified applicant from slipping into the organization, whether due to past criminal convictions, poor credit history, drug use, or misrepresentation regarding education or work history.
Before employers can carry out a pre-employment check of a potential hire, they must seek a written release from that person. This is because the Privacy Act 1988 protects the privacy of individuals and it regulates how the Australian government or big organizations should handle personal information.
After an employer secures the written release, when should the background check be undertaken? Is it something that occurs only at pre-employment? This post explores the nuances surrounding the timing of background checks.
Pre-employment
Pre-employment screening checks are a must in today’s employment landscape — that’s why about 95% of employers use one or more types of background screening at this stage.
While most employers conduct background checks post-offer, some carry them after the successful completion of the interview process, but before an official offer is extended. This is to ensure that if something turns up in the screening process that makes the candidate unacceptable to the employer, it can be easily handled, compared to if an offer had been extended, in which case it has to be withdrawn.
Screening checks carried out on potential hires must be relevant to their role. Some of the most common checks include:
- Police checks/ Criminal history checks: A national police check australia is typically done to lower the chance of hiring someone with a violent past. This will make the workplace safer for everyone.
- Education and work verification: A recent survey showed that about 85 percent of job applicants lie or embellish the truth on their resumes. To protect themselves from hiring an incompetent individual, employers do education and work verification.
- Credit history checks: This is usually applicable to roles where handling of finances is involved. It is used to gauge a candidate’s attitude towards money and how well he or she can fit into the role.
Other checks that may be carried out at this stage include social media checks, driving records, identity verification, and more.
Recurring Background Checks
According to a survey by HireRight, only 11 percent of organizations rescreen current employees. Compare that to 95% of employers that engage in pre-employment screening. However, rescreening current employees is not only important but also easier than ever before, considering many checks can be done online.
A pre-screening check is only valid up to the point it was carried out. It is no longer up-to-date the next day, let alone one or two years from now. Life happens and people do change. As an example, an employee with a clean credit history might be tempted to engage in fraud two years down the line if they’re undergoing a financial rough patch.
That’s why experts recommend that companies work stipulations in their background screening policies that mandate re-screening every two to five years. This procedure should include everyone, including senior management, to ensure the workplace is safe at all times.
After Major Changes
Before an employee is promoted or if there’s a major change in their job role, a background check should be carried out based on what’s relevant based on that new role. For instance, a person whose new role involves working with kids must obtain a criminal background check and child abuse clearance before he/she commences in their new role.
This ensures that job competence is preserved across all roles without compromising the company’s integrity.
