Dear Reader,

Sooner or later, you will need to recruit new staff.

And regardless of your industry – or the type of role you have on offer – you should always verify their qualifications, employment history and identity.

Running thorough background checks on all your potential employees during the recruitment process will help you ensure you choose the right person for the job you have on offer.

And not only that – it will save you tons of time, money and hassle down the track if it turns out the employee wasn’t telling the truth.

Check out Charles’ article below to find out 5 things you must check about someone before you employ them.

Until next time…

Claire Berry
Workplace Bulletin

And now over to our Editor-in-Chief Charles Power

Continues below

5 things you must check before employing someone
By Charles Power
Editor-in-Chief, Employment Law Practical Handbook

As part of your recruitment process, you should make sure you run thorough background checks on all potential employees.

By checking that your future employees actually have the skills they claim to have, you can save yourself a lot of time, money and hassle down the track.

Here is a list of the things you should verify when running a background check on a potential employee:

1. A candidate’s identity. Remember, you can ask to see proof that an employee is who they say they are.
2. Whether or not the candidate has a criminal record.
3. A candidate’s qualifications. If someone has indicated on their resume they have a particular qualification or skill, you do not have to simply take their word for it. You are well within your rights to check this is correct. For example, if the job will require large amounts of driving (delivery persons or bus drivers, for example), you should check the driving record of the candidate.
4. A candidate’s skill set. Most job seekers will include references on their resumes. It is a good idea to call all references on a CV. Don’t be afraid to ask each referee exactly what you want to know.
5. Whether the candidate has any pre-existing medical conditions that could affect their ability to perform the role.

For more information on pre-employment medical screening, check out the Managing Sick and Injured Workers chapter in your Employment Law Practical Handbook.

You can also refer to chapter R1 Recruitment for more tips on running thorough background checks.

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Regards,

Charles Power
Editor-in-Chief
Employment Law Practical Handbook