Congratulations! Your organisation will quickly introduce a required criminal record check for many new and existing employees. Good idea! Ok now what?
With the amount of screening possibilities open, what should Human Resource and Security Departments be going after to ensure their screening procedures are meeting their industry’s requirements and community expectations?
• 1 in five have Utilizing Children Check Holders have criminal histories
• 1 in five data breaches is because malicious insiders
• 1 in 4 of all complaints received by the Australian Human Rights Commission were on the basis of criminal record discrimination.
National Police Checks (NPCs) are the garden variety “go-to” screen and your insurer will reward you using a reassuring nod. However, here are some things worth your consideration to ensure a stressful discrimination claim is just not on the horizon.
1. The Job Advertisement should clearly state that a pre-employment screening criminal record check is essential for your role. (eg. “Candidates require by having a background screen and turn into awarded a favourable Suitability Qualification.”). Should you go for only a basic NPC you’ll should add words like “those people with criminal records will not be automatically barred from applying”
2. OK, let’s point out that an individual has a Candidate that might be great for the task, but the NPC is here back using a Disclosable Court Outcome (DCO).
3. Now your beefed up “security background investigations checking department” must thoroughly check out criminal record past. Preferably staff needs to have a personnel vetting qualification and experience. Because the Humans Rights Commission claims, your new department should consider the following factors:
• the seriousness in the conviction or offence and (as stated) its relevance for the job under consideration
• whether with regards to the offence there were a finding of guilt but without conviction, indicating a less serious view of the offence by the courts
• the chronilogical age of the applicant in the event the offences occurred
• the time period since the offence occurred
• whether the applicant includes a pattern of offences
• the circumstances in which the offence happened, by way of example whether or not this was an offence that happened in a work, domestic or personal context
• whether the applicant’s circumstances have changed since the offence was committed (by way of example, past drug use)
• whether the offence has become decriminalised by Parliament or it was an offence overseas however, not australia wide
• the attitude in the job applicant with their previous offending behaviour
• references from individuals who know of the offending history.
4. Remember, greater information that you request, the greater the likelihood you could exercise reasonable judgment in assessing the connection between your criminal record along with the inherent requirements in the job. However, you ought to know this extra scrutiny places added pressures about the Candidates.
For more info go to https://www.humanrights.gov.au/publications/human-rights-record-contents
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 gives you a standalone vetting check that’s recognised as a possible Organisational Suitability Assessment Screening Qualification.
Cleard.every day life is business unit of an Australian national security vetting agency leader, Crown Vetting. Cleard.life allows organisations to get into the same suitability standard checks placed on national security clearances, but a 100-fold faster along with a fraction in the cost. Exactly the same methodology that government vetting agencies use to determine the suitability of an person to get into to SECRET and TOP SECRET info is now within reach of HR Professionals, Recruiters & Employers.
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