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Why Australian Businesses Need More Than Just Police Checks

Date Published: September 18, 2023 | Last Updated: February 21, 2024 | By VerifyNow

Australian companies must have a robust employment screening process in the ever-evolving business world. Hiring the right staff is essential for the success and growth of any organisation. 

However, relying solely on police checks can be a limited approach that may overlook important information. 

To make informed hiring decisions, businesses must consider broader screening methods beyond police checks. 

In this article, we will explore the limitations of relying solely on police checks and introduce additional employment screening options that can provide a more comprehensive view of potential candidates.

The Limitations of Solely Relying on Police Checks

Police checks are commonly used by employers to assess job applicants’ criminal history. 

police check typically includes details of an individual’s disclosable court outcomes (DCO), such as convictions, penalties, and other relevant court information. However, this check only captures information on record at the time of the check. It does not provide a complete picture of an individual’s background or history.

So, there are several potential gaps and limitations to relying solely on police checks.

Limited Scope

Police checks primarily focus on an individual’s criminal history. While this is undeniably important, it offers a narrow view of a candidate’s overall profile. For example, understanding a candidate’s employment history can reveal their career progression, stability, and professional achievements. 

Similarly, verifying qualifications ensures the individual possesses the necessary skills and knowledge for the role. Solely relying on police checks omits these crucial aspects, potentially leading to uninformed hiring decisions.

Time Sensitivity

Police checks provide information on an individual’s criminal record until the check was conducted. Any subsequent offences or legal issues won’t be reflected in the report.

For roles requiring ongoing trust and responsibility, periodic reassessments might be necessary to ensure that the employee maintains a clean record.

False Sense of Security

A clean police check can sometimes lead employers to believe they’ve found the perfect candidate. However, the absence of a criminal record doesn’t necessarily equate to job suitability. Other factors, such as work ethic, interpersonal skills, and role-specific competencies, are equally vital. 

Over-reliance on police checks can inadvertently lead to overlooking other red flags or mismatches in a candidate’s profile.

Incomplete Information

While police checks are comprehensive regarding local offences, they might not capture criminal activities that took place overseas. This is especially relevant for candidates who have spent significant time abroad. 

Additionally, not all offences get reported or recorded, leading to potential gaps in the data. Employers should be aware of these limitations and consider supplementary checks or verifications, especially for roles that demand high trust and integrity.

To ensure a more comprehensive understanding of a candidate’s suitability for a role, employers should consider additional employment screening options that go beyond police checks.

Additional Employment Screening Options

An employer can gain a deeper understanding of a candidate’s background, qualifications, and suitability for a role by incorporating a variety of checks. So, here are some additional employment screening options to consider:

Employment History Verification

Employment history verification confirms the candidate’s roles, responsibilities, achievements, and reasons for leaving previous jobs. So, it’s pivotal in confirming the authenticity of a candidate’s past roles and experiences. It ensures that the individual has genuinely acquired the skills and experiences they claim.

It can also highlight gaps in employment, which can be insightful for employers. 

While in-house verification can be done, a service like Accurate Australia provides a comprehensive and efficient approach, ensuring that businesses hire genuine candidates with accurate employment claims.

Digital Footprint Checks

In the modern era, a person’s online presence can be as telling as their resume. Digital footprint checks assess an individual’s online behaviour, offering insights into their character and personal brand. These checks help employers understand a candidate’s online professionalism and alignment with company values while respecting privacy boundaries.

Reference Checks

Reference checks are invaluable in understanding an applicant’s past performance, work ethic, and professional behaviour. They offer a window into how candidates functioned in previous roles and their potential fit in a new environment. 

Conversations with previous supervisors can also offer perspectives on the candidate’s ability to handle challenges, teamwork dynamics, and leadership potential.

VerifyNow’s reference-checking service ensures that feedback from previous employers or supervisors is genuine, offering businesses a clearer picture of a candidate’s suitability.

Psychometric Testing

Psychometric tests offer a deep dive into an individual’s personality and cognitive abilities. They provide objective data on how a candidate performs, behaves, and integrates into a team. Incorporating these tests into the hiring process gives employers a comprehensive view of a candidate’s potential, helping to match the right person with the right role.

Qualification Checks

Qualification checks verify the authenticity and relevance of a candidate’s educational and professional credentials. Ensuring the authenticity of educational and professional qualifications is essential, especially for specialised roles. 

VerifyNow’s rigorous process ensures that claimed qualifications are legitimate, safeguarding businesses from potential hiring pitfalls.

Driving Checks

For positions that involve driving, you must verify a candidate’s driving history. Driving checks confirm the validity of a driver’s licence and any past offences, ensuring that only responsible drivers are entrusted with company vehicles or driving-related tasks.

Key Takeaways

While police checks are an important part of the employment screening process, relying solely on them can be limiting. Australian businesses should consider a comprehensive approach to employment screening to make informed hiring decisions. 

Employers can gain a more holistic picture of potential candidates by incorporating additional checks like those above. 

Accurate Australia offers a range of employment screening services that can help businesses navigate the complexities of the hiring process. Combined with police checks, these screenings can help employers make better hiring decisions and reduce the risk of hiring an unsuitable candidate. 

Remember, a diversified approach to employment screening is key to building a strong and successful team.

Contact us today to find out more.