Even with the legislative frameworks discussed in the sections above, the reality is that accidental or intentional omissions and falsehoods in job applications can still occur. In fact, the NSW Independent Commission Against Corruption, in their report Strengthening Employment Screening Practices In The NSW Public Sector, found that:
“Employment application fraud is both costly and common. Typically, between 20% and 30% of job applications contain some form of false information, ranging from minor omissions to serious falsehoods.”
While this is a damning statistic and a significant point of concern for recruitment professionals throughout the public service, and throughout the jobs marketplace at large, it sounds a special warning bell for those looking to hire into the aged care sector, due to the vulnerability of end users.
It’s crucial that aged care workers undergo a thorough employment screening process to ensure providers can meet Standard 7 of the Aged Care Quality And Safety Commission’s Quality Standards. This high level of probity checking is required to ensure that organisations meet the consumer outcome of “quality care and services” from staff who are “knowledgeable, capable and caring”. As well as the Organisation Statement of having a “workforce that is sufficient, and is skilled and qualified to provide safe, respectful and quality care and services.