26/01/2014
The key aspects while implementing the policies and procedures which need to be considered are:
1. What needs to be checked?
The checks which need to be conducted depend on the job role, industry and country regulations. However, the main focus is on the following:
Identity
Address
Education
Employment
Criminal background
Credit rating
Care should be taken that the checks do not contravene any Labor Union & Labor laws requirements. In addition and where applicable, it should be ensured that no conflicts exist between union agreements and the employer’s screening policies.
The period of checking also needs to be established. For example, should the checks be done from the last two employers or the full employment history should be verified.
The application form should be designed to obtain the relevant information and documents from the candidates need to be collected on the period to be checked. The documents which should ideally be collected are:
Proof of identity – passport, voters cards, social security numbers, drivers license etc.
Address – Address details including permanent and correspondence
Education – Copies of certificates
Employment – Appointment letters, salary statements, resignation letter, full and final settlement clearance letter. For international work experience work permits, tax certificates may also be collected.
Criminal background – Information on local and federal cases
Credit rating – Bank and credit card statements
A proper authorization is required from the candidate/ employee for conducting the checks, since it requires accessing personal information. The application form should contain a note regarding the employers intention to conduct background screening and the method by which results will be analyzed. The authorization to conduct background screening can be obtained on the application form itself from the candidate.
The key components of the practices and procedures should identify the use of employment applications and resumes, forms, and letters used including disclosure forms, waivers, a conditional job offer, and job denial. In addition, the procedures should address both internal and external alternatives, including measures used to outsource any screening to be performed by a third-party.
