The Value of a Background Check When Hiring New Employees

Onboarding new employees is an exciting time for businesses. New people bring new ideas and changes to a role or a team. Despite all of the advantages of bringing in new talent, there is a tremendous level of caution that must be exercised when hiring someone new. You want to make sure you’re employing the proper person for your firm, and you want to make sure they’re who they say they are.

Background checks allow you to double-check your new hire’s information and unearth any important details that may have gone unnoticed. This information is critical to proving if your employees are exposed to hazardous environments, work with vulnerable groups, or interact with children.

A good pre-employment process is one that allows for quick background checks

Background checks and compliance with setting up the relevant employment papers sometimes go by the wayside in the drive to fill a vacancy or support quick expansion. The back-and-forth of required paperwork that comes with lengthy background checks is one of the most inefficient aspects of the process. The procedure is hindered even more if someone submits the wrong document or, worse, is late submitting or returning a document. Check out police check NSW to know more.

When employing new staff, follow these steps to conduct a background check

• Make sure your application forms expressly state that you want to undertake background checks, such as criminal records checks. You should additionally specify that criminal convictions must be revealed, as well as the repercussions for providing incorrect information.

• Notify the Candidate that their application was successful.

• Create and send a letter of offer and an employment agreement to the successful applicant – your letter of offer and employment agreement should mention that employment is conditional on your company getting a satisfactory criminal record and any other background checks required for the position. You should also include a paragraph outlining the ramifications of providing inaccurate information.

• Provide the candidate who accepts the offer with relevant corporate policies and employee handbooks.

• Release the new employee’s bank account and tax code documentation.

• Release identity papers and ask for copies of crucial documents like visas and driver’s licenses to be returned.

• Prompt managers to perform criminal record checks, vulnerable children’s worker checks, and produce proof of identity were appropriate for the post. You may make this even easier by providing a list of links to your hiring team so they can quickly locate the appropriate website for the necessary checks and procedures.

• Ascertain that Candidates view and return all paperwork and requests in a timely manner. Check to verify if your candidate has access to a self-service portal where they may examine and return information if you’re employing a technology solution.

• To stay on top of any outstanding approvals or delayed documentation, set reminders. You’ll be the first to know when your checks clear, and you’ll be able to confirm your applicant’s employment there.