As technology advances, so too does the landscape for economic crime. This is proving to be both a challenge and concern for Australian employers. Findings from the
2016 Global Economic Crime Survey conducted by Pricewaterhouse Coopers (PwC) revealed that 33% of corporate organisations have experienced economic crime. Of this number, almost 50% of the incidents were committed by internal parties. In Australia, 52% of respondents said they had experienced economic crime. This statistic confirms that economic crime is a real and growing concern in the Australian workforce and requires quick action!
As an actionable first step towards preventing corruption and misconduct in the work environment, most companies will perform a series of background checks on all potential employees. Implementing a strict pre-employment screening process means that an organisation is taking a vital step towards protecting not just their business, but also their people, productivity, culture and reputation.
If it’s been requested that you provide a potential employer with documents that will be used in a pre-employment screening process, here is what you need to know they’ll be looking at.
Clarity at interview
When a company is advertising for a position, to make the inherent job requirements clear to the applicant, they will ensure that all facets of the advert align with the position itself. The job ad should match the job description, and questions asked at interview should reflect this as well. Generally, an organisation will address the following points in a job description:
- Task – What tasks are required in the job?
- Competency – Is the candidate qualified? Can they work to a deadline?
- Job Style – Is the position rigid/flexible/routine?
- Knowledge
- Experience
If you’ve been invited to interview, it’s expected that you’d have done a sufficient amount of homework prior to the meeting. Candidates at interview should have a good understanding of what the expectations of the position are, as clarity at this stage demonstrates your potential employer is diligent and the business is well-aligned.
Comparing your CV with LinkedIn
As a candidate, it’s important that you don’t underestimate how much information is public. When completing a pre-employment screening, employers will compare your CV to what can be seen on LinkedIn. Information that is typically cross-checked includes: university attended, previous employment dates, job titles and qualifications.
Your potential employer should also ask for the most relevant reference as this will help them in ensuring that only the correct information is offered during the pre-employment phase.
Completing a Nationally Coordinated Criminal History Check
A Nationally Coordinated Criminal History Check (NCCHC) involves identifying and releasing any relevant Australian police information subject to applicable legislation and information release policies. Each NCCHC can only be undertaken with the informed consent of the person being checked.
Conducting NCCHCs shows due diligence and care from an organisation. It exemplifies that the company values their reputation, team culture and clients.
It’s not uncommon for a potential employer to ask if you have a criminal history at interview. If you do have a criminal record, you are legally obligated to let your potential employer know. However, if the crime isn’t related and won’t impact the job, employers can’t exclude you as a candidate.
