T R A I N I N G
HIRING STAFF? THINK
YOU’VE FOUND THE
RIGHT PERSON?
PRE-EMPLOYMENT - 5 QUESTIONS AND ANSWERS TO
CONSIDER BEFORE YOU HIRE
1. WHAT DO I NEED TO KNOW
ABOUT PRE-EMPLOYMENT
CHECKS?
Pre-employment checks are important to
establish that an applicant is capable and suitable
for the position offered. Simple background
checks can ensure that you invest time and
money in the right applicant, and avoid potential
problems at a later stage, like absenteeism, poor
performance or misconduct.
When conducting pre-employment checks
you must however, ensure that they are not
discriminatory either directly or indirectly. These
checks must be relevant to testing the skills and
suitability required for the position.
2. WHAT IF WE WANT AN
EMPLOYEE TO START BEFORE
THE RESULTS ARE RETURNED?
Often, the results of pre-employment checks
will not be available until some-time after the
applicant is tested. However, you may need to fill
the position quickly and therefore you may allow
the applicant to start working. In this situation it is
wise make a conditional offer.
You should state in the letter of offer, and
the employment agreement, that the offer is
conditional on the test results being satisfactory.
You must ensure that you clearly state the
condition that is to be passed, and what would
constitute a satisfactory result. This will depend
on the test, the nature of the role and your
organisation’s values. When making a conditional
offer to the applicant, you should also advise
what will happen if the results are not satisfactory.
For example, that you may terminate the
employee if the results are not satisfactory, or if
the employee has misled you.
3. DO APPLICANTS NEED TO
DISCLOSE PAST CRIMINAL
CONVICTIONS?
An applicant does not have to disclose past
convictions unless asked to. However, past
convictions may affect an applicant’s suitability
46 October 2018