Navigating Australia’s Employment Screening Minefield: Criminal History Checks
Congratulations! Your organisation has decided to introduce a mandatory criminal record check for many new and existing employees. Good plan! Now what?
With the amount of screening solutions, what should Human Resource and Security Departments be going after to be sure their screening procedures are meeting their industry’s requirements and community expectations?
• 1 in five have Working together with Children Check Holders have criminal histories
• 1 in five data breaches is because malicious insiders
• 1 in 4 of most complaints received by the Australian Human Rights Commission were on the basis of criminal background discrimination.
National Police Checks (NPCs) will be the garden variety “go-to” screen plus your insurance provider will reward you which has a reassuring nod. However, here are a few things worth your consideration to ensure a stressful discrimination claim is just not on the horizon.
1. The Job Advertisement should clearly claim that a employment screening services reviews criminal record check is required for the role. (eg. “Candidates have to go by having a background screen and become awarded a favourable Suitability Qualification.”). In case you go for one basic NPC you will should add words like “those people with criminal history records will not be automatically barred from applying”
2. OK, let’s say that an individual has a Candidate that you will find suitable for the position, nevertheless the NPC has come back which has a Disclosable Court Outcome (DCO).
3. Now your beefed up “security background investigations checking department” must thoroughly investigate criminal records past. Preferably staff needs to have a personnel vetting qualification and experience. Because Humans Rights Commission claims, a new department should consider the following factors:
• the seriousness of the conviction or offence and (as stated) its relevance on the job under consideration
• whether in terms of the offence there is a finding of guilt but without conviction, revealing a less serious check out the offence by the courts
• the ages of you if the offences occurred
• the length of time since the offence occurred
• whether you includes a pattern of offences
• the circumstances when the offence took place, as an example whether it was an offence that took place in the work, domestic or personal context
• whether the applicant’s circumstances have changed since the offence was committed (as an example, past drug use)
• whether the offence has been decriminalised by Parliament or it had been an offence overseas although not in Australia
• the attitude of the job applicant to their previous offending behaviour
• references from people that know about the offending history.
4. Remember, the harder information that you simply request, the larger the likelihood that you can exercise reasonable judgment in assessing the link involving the criminal background and the inherent requirements of the job. However, you should be aware that this extra scrutiny places added pressures about the Candidates.
To find out more check out https://www.humanrights.gov.au/publications/human-rights-record-contents
About us:
About Cleard.life
Cleard.life augments (enhances) or supplements (improves) the way in which organisations reach background screening determinations. It steps up organisation’s personnel security efforts and fortifies the organisation’s security standards.
It includes a standalone vetting check which is recognised being an Organisational Suitability Assessment Screening Qualification.
Cleard.life is business unit of the Australian national security vetting agency leader, Crown Vetting. Cleard.life allows organisations gain access to precisely the same suitability standard checks applied to national security clearances, however a 100-fold faster and a fraction of the cost. Precisely the same methodology that government vetting agencies use to determine the suitability of your person gain access to to SECRET and TOP SECRET facts are now in the hands of HR Professionals, Recruiters & Employers.
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