Human Rights Commission state that IF you get information about a person’s criminal history you will need to obtain this level of detail:
Cleard.life: That level of probing is what we do every single day. It is generally not what a Recruiter or Hiring Manager or a small business owner wants to do.
Commission: “The more information available to the employer, the greater the likelihood that an employer can exercise reasonable judgment in assessing the connection between the criminal record and the inherent requirements of the job.”
Cleard.life: That’s the ideal, but the reality is the more time it takes to obtain information the Recruiter needs, the less likely he will be to hire him. The Recruiter may knock out early and risk anti-discrimination, negligent hiring accusation.
Commission: It is likely that an employer will scrutinise such an applicant more heavily than other applicants. Employers should be aware that this extra scrutiny may place added pressures on such applicants and employers should do their best to make the process as open as possible.
Cleard.life: An more excellent way is to outsource this entire line of questing to an independent professional vetting agency who use the Attorney General’s guidelines as the way to make a determination.
CONCLUSION: Even when a national security is not at stake, the general principals inside the cleard.life assessment ensures that you get reasonable judgement and you as the recruiter / employer / business owner can demonstrate that you have done your best to make the process as open as possible.