Reference and Probity
Employment screening is the process of verifying the credentials, identity and integrity of a person who is or will be entrusted with a company’s resources and/or assets. Put simply, it is the verification of information provided by an individual in their application for employment with a business.
Employment screening is more than simply speaking to two referees nominated by applicants, the common process followed by the majority of recruiters. It also includes investigation of credit, bankruptcy and driving records; professional memberships; educational qualifications; directorships and significant shareholdings and media searches; employment history; and information provided by specific professional (previous line managers) and personal referees.
Many job seekers ‘enhance’ their résumés to distinguish themselves from their perceived competition. Misrepresentation is often discovered when it is too late to reverse the negative consequences of an adverse employment decision.
The most common items of misrepresentation include:
 | Educational qualifications: listing degrees not attained or schools not attended.
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| Employment history: stretching out employment dates to hide periods of unemployment or omit unsatisfactory periods of employment. |
| Salary and job title: embellishing previous job titles and salaries to strengthen negotiating position with prospective employers. |
| Responsibilities and achievements: including management and leadership capabilities or exaggerating sales, profit and growth achievements. |
| Criminal convictions: omitting convictions to dilute any doubt regarding honesty and reliability. |
What are the different types of checks?
Employment History - Verify who the candidate reported to, dates of employment, positions held, remuneration, role responsibilities and reason for departure
Employment references - Verify the performance and behaviors with previous line managers. Questions are asked to ascertain how the candidate performed in their role, which behaviors were demonstrated, attendance and reliability issues and eligibility to rehire. In the case of entry or low level roles the previous five year history is considered whilst for corporate and executive positions references are conducted over a ten year period.
Criminal record – Verify if the candidate has any prior criminal convictions during the past 10 years.
Educational qualifications – Verify stated educational qualifications or certifications stated on the resume.
Professional qualifications and memberships - Verify stated memberships or professional qualifications or certifications stated on the resume.
Entitlement to work - It is an employers responsibility to ensure the candidate is legally eligible to work in Australia. Employers can be fined up to $10,000.
Management and directorship disqualifications - Some individuals are not permitted to hold positions of responsibility. Individuals may be banned by ASIC or due to bankruptcy.
Directorships and significant shareholdings - Serious conflicts of interest may arise due to an individuals current and past directorships or significant shareholdings.
Media search - An individuals media profile both professional and personal provides an insight into the image of the candidate.
Basic credit check - Offers an insight into the individuals reliability.
Download Reality Check Forms here
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