A Guide to Australian Standards for employment screening
Employment screening processes is beyond the standard interview process done by the recruitment companies. Employment screening needs extensive resources and systems that are designed to uncover the information that a company requires to make an informed decision about the suitability of a candidate during the hiring process.
The more information obtained and evaluated, the greater the chance of reaching the correct decision to employ a particular candidate for a role.
Now-a-days hiring risks are magnified. Most of the HR professionals acknowledge the need for rigorous screening process. Following few practices and standards, HR professionals can always minimize the risk of hiring dishonest applicants.
NSW Independent Commission against Corruption (ICAC) report reinforces the need for a robust risk-based employment screening framework as typically between 20% to 30% of job applications contain some form of false information. Nothing in the report suggests ICAC’s statistics relate solely to NSW or to the public service.
The Australian Standard for Employment Screening was created in 2006 as a guide for recruiters on how to approach this important area of risk. Recruiters should consider reviewing their employee screening framework to accommodate complimentary practices that have emerged during the past decade.
The Most reviewed Australian Standards for Employment Screening are:
- Identity – Sight some form of photo identification. If a photo is provided, a photo identification should be done and re-checked before going further in the screening process
- Identity – Verify address history. Point 1 and 2 are mandatory before taking a hiring decision as per Australian standards. Verifying a driver’s license meets these two elements.
- Integrity – CV should be checked. CV of the candidate should be checked thoroughly to understand about the candidate and his past work experience.
- Integrity – Referees should be checked. To establish a history of strong moral principles, honesty and decency.
- Integrity – Police check should be conducted. Point 3, 4, 5 aren’t mandatory as per Australian standards to make a hiring decision and to confirm whether candidate has any previous criminal history.
- Credentials – Verify qualifications and professional memberships
- Credentials – Professional Referee should be sought to verify positions and dates of employment. Point 6 and 7 are recommended but not mandatory before taking a hiring decision.
Australian Standards, even though a good starting point, are more than a decade old, out-of-date and in need of review. This isn’t going to happen any time soon though.
As an Employer (Security Officer or HR Director), let’s say you verified a candidate’s driver’s license, qualifications, and professional memberships. Congratulations, you have essentially met the Australian Standards for employment screening.
Is this enough? you know that you cannot really determine whether your candidate is suitable or unsuitable given this minimum amount of information. It will help immensely to have a more thorough screening process.
Talk to www.cleard.life about your pre-employment screening and help you make the right risk decisions. You can even get your first assessment (valued at $169) free.