Skimccauley Uncategorized Doing a Background Check on a job Candidate

Doing a Background Check on a job Candidate

As a hiring manager or a recruiter your first point of accomplishing background checking is to guaranteeing that the information on the CONTINUE holds true. Being fraudulent or folding the truth on a CONTINUE is quite a common occurrence. These flouts mostly appearing in the employment history especially based on the duration of each employment and the duties preformed.

As a primitive example of this, I recall a candidate signing up to us recently. The candidate noted amongst the work history, 6 month employment duration Hiring process as a temporary with your company. Upon checking this, we indeed found a work record, but only over 3 days. I thought it a pretty bold move, but I was not too surprised as this kind of gross exaggeration is quite common and used to cover holes in employment history in order to replace another employment that may don’t you have exercised that great.

Cross referencing of dates and duties should be first port of contact the backdrop checking process. Referees that are given by your candidates should be the first call, but ensure that these referees have professional or canceling links to the candidate and not personal or a co-worker. Other styles of checks that may be preformed are criminal checks, character and value checks as well as technical skill checks.

Part of Wiki’s model of background checking says:

These checks are often employed by employers as an approach of objectively evaluating a job candidate’s qualifications, character, fitness, and to identify potential hiring risks for safety and security reasons, which amounts up why you should do this pretty well. When it comes to character checks and to be able to identify whether the candidate will culturally fit into the workplace can be quite difficult. Social media is being used with greater regularity to name the smoothness and cultural fit.

It is legal to use Social media within the recruitment process; however it needs to comply with the Commonwealth and State Splendour and Privacy laws. As recruiter or a hiring manager you need to realise the laws of Australia to avoid any possible legal cases. The best and safest way to use Social media for background checking is to ask your candidate for the permission to do so. If you do not ask your candidate for permission, you should ensure that your decision is not influenced by information specified under the Anti-discrimination Act, Foreign Human Protection under the law Commission or the Privacy Act.

There haven’t been many splendour claims of this kind simple because the candidates are not able to prove who is checking what on the web. In the future this might change as Social media such as Facebook start upgrading their privacy, so be careful when you enter this space.

Note: If you are a candidate, you are able to create a professional profile on sites such as LinkedIn. If you mention this on your CONTINUE (and/or create a electronic hyperlink) in your personal details, you will direct the recruiter or the hiring manager to the right profile in the Social media space.

Leave a Reply

Your email address will not be published. Required fields are marked *

Related Posts