How to Check Criminal Records in Employment

Criminal record checks stand as one of the most widely employed methods for background screening, yet they remain intricate and often misconstrued. These checks encompass two primary categories: serious crimes and minor offenses.

As an employer, it is crucial to establish your companys core values and delineate the criteria for evaluating potential employees during the screening and hiring process. Transparently inform your candidates about the requirement for a police check, conduct the check diligently, and if deemed appropriate, discuss the findings during the interview. By doing so, you ensure a fair and informed decision-making process for your organization.

An individuals criminal history significantly impacts both the overall well-being of an organization and the performance and competence of its employees. For instance, when hiring a stock manager entrusted with handling inventory and assets, which demands a high level of trust, it becomes imperative to ascertain whether the candidate has any past allegations of theft or fraud.

Undoubtedly, criminal record checks play a pivotal role in ensuring more secure and informed hiring decisions. By conducting these checks, organizations can enhance their ability to make well-founded choices when bringing new employees on board.

It is advisable to utilize both national crime database checks and local police information when conducting background screenings. The search involves accessing the police Records Management Systems, which contain records of police contacts that may have led to convictions. This valuable information encompasses a wide range of details, such as charges, warrants, peace bonds, prohibition orders, release conditions, probation orders, summary convictions, and more.