| Having been in recruitment over a decade, I know | | | | means of objectively evaluating a job candidate's |
| all to well the importance of background checking. | | | | qualifications, character, fitness, and to identify |
| Let's face it, the CV is a major selling point for | | | | potential hiring risks for safety and security |
| the candidate and is written to portrait him/her in | | | | reasons, which sums up why you should do this |
| the best possible light, but is it all true? | | | | pretty well. |
| As a hiring manager or a recruiter your first point | | | | When it comes to character checks and to be |
| of doing background checking is to assure that | | | | able to identify whether the candidate will culturally |
| the information on the CV is true. Being deceitful | | | | fit into the workplace can be quite difficult. Social |
| or bending the truth on a CV is quite a common | | | | Media is being used more frequently to identify |
| occurrence. These flouts mostly appearing in the | | | | the character and cultural fit. |
| employment history especially with regards to the | | | | It is legal to use Social Media as part of the |
| duration of each employment and the duties | | | | recruitment process; however it needs to comply |
| preformed. | | | | with the Commonwealth and State Discrimination |
| As a crude example of this, I recall a candidate | | | | and Privacy laws. As recruiter or a hiring manager |
| applying to us recently. The candidate noted | | | | you need to understand the laws of Australia to |
| amongst the work history, 6 month employment | | | | avoid any possible lawsuits. The best and safest |
| duration as a temporary with our company. Upon | | | | way to use Social Media for background checking |
| checking this, we indeed found an employment | | | | is to ask your candidate for the permission to do |
| record, but only over 3 days. I thought it a pretty | | | | so. If you do not ask your candidate for |
| brave move, but I was not too surprised as this | | | | permission, you should ensure that your decision is |
| kind of gross exaggeration is quite common and | | | | not influenced by information specified under the |
| used to cover gaps in employment history or to | | | | Anti-discrimination Act, Australian Human Rights |
| replace another employment that may not have | | | | Commission or the Privacy Act. |
| worked out that great. | | | | There haven't been many discrimination claims of |
| Cross referencing of dates and duties should be | | | | this kind simple because the candidates are not |
| first port of call in the background checking | | | | able to prove who is checking what on the web. |
| process. Referees that are supplied by your | | | | In the future this might change as Social Media |
| candidates should be the first call, but ensure that | | | | such as Facebook start upgrading their privacy, so |
| these referees have professional / reporting links | | | | be careful when you enter this space. |
| to the candidate and not personal or a co-worker. | | | | Note: If you are a candidate, you are able to |
| Other types of checks that may be preformed | | | | create a professional profile on sites such as |
| are criminal checks, character and value checks as | | | | LinkedIn. If you mention this on your CV (and/or |
| well as technical skill checks. | | | | create a electronic hyperlink) as part of your |
| Part of Wiki's interpretation of background | | | | personal details, you will direct the recruiter or the |
| checking says: | | | | hiring manager to the right profile in the Social |
| These checks are often used by employers as a | | | | Media space. |