BetterHR has noticed more businesses are conducting police checks during the recruitment process to retain high-quality staff.
This is in addition to any legal requirement to do so (eg Working with Children checks are mandatory in the NDIS sector).
Here are some important steps for recruiters to follow:
- Make it clear in both the job advertisement and interview process that a police check is an inherent requirement of the role (if it is not, it may be discrimination);
- Use the information disclosed only for the purposes you collected it;
- Do not offer a candidate the role until you have completed a police check;
- If a police check identifies a prior conviction, determine whether it is relevant to the role (eg a driving conviction may not be relevant for an office-based role);
- Discuss the conviction with the candidate before proceeding any further;
- Implement a police check policy if you also require police checks during the course of employment; and
- Include an ongoing police check clause in employment contracts.
Need help to perform a police check?
You can now perform police checks through BetterHR via our HR Shop: https://betterhr.com.au/product-category/police-checks/
