Conducting reference checks can be listed among the most significant steps associated with employing a new staff member, this is regardless if you are recruiting directly yourself or using Labour Hire Agencies In Adelaide. Since previous performance is frequently the best marker for future performance, references permit you to communicate with past employers or supervisors. This helps the recruiter to decide whether the candidate/candidates being considered are suited for the job.
Reference checking helps you guarantee you are getting a candidate who is both most qualified and a good fit for the position. These reference checks allow you to considerably avoid costs associated with unsuccessful probation periods and lackluster performance, which can sway your clients or guest and also damage brand image and reputation.
Why do them
Reference checks help recruiters authenticate the information provided on the applicant’s form and resume. Furthermore, better insights into the applicant’s knowledge, skills, and abilities can be derived from someone with a first-hand opinion concerning the candidate’s performance.
It is important to notify applicants during the interview process that their references will be contacted and asked for employment-related questions. It is also recommended that you have a section your application form which the candidate can sign, giving permission for the reference checks to be conducted. This is aimed at gaining their consent. Express your desire to speak to a few past work-related supervisors (preferably between two to three).
If the candidates’ current employers are not aware that they are seeking employment elsewhere, move to the previous employers.
Obligations under Privacy Legislation
Employers seeking labour hire in Adelaide should adhere to best practices as regards workplace privacy maintenance. It is important that all parties involved (employers, employees, and their representatives) are conscious of the information to be collected and retained by employers and whether it can be shared. This creates an environment of security and certainty for both employers and employees.
The management of personal information in Australia is administrated by legislation at federal, state, and territorial levels. The Privacy Act of 1988 oversees the mode in which federal government agencies and business entities must handle personal information, principally through the 13 Australian Privacy Principles (APPs) stipulated within the Privacy Act.
When handling personal information in Australia (including labor hire Adelaide), entities must be aware of their obligations under
- health records legislation
- state and federal surveillance legislation, and
- federal legislation that governs email marketing and telemarketing
The main features of the Privacy Act include:
- The 13 APPs principles governing the mode in which personal information is to be collected, used, disclosed and stored
- The credit reporting provisions of the Privacy Act), which govern the mode in which credit-related personal information is to be collected, used, disclosed and stored, and
- The obligation to act under an ‘APP code,’ which is a written code of practice usually exclusive to a particular entity or industry.
How to collect the information
Personal information may be collected by organisations only if it is reasonably required for their work. This also applies to agencies. You need individual consent to collect sensitive information. Employers must obtain this personal information through a lawful and fair manner. Practically, it should be collected from the applicant personally.
However, there are situations employers and recruiters are allowed to obtain information from third parties. An example is where the candidate have consented to share personal information, like the references included in resumes.
Candidates’ rights under the Privacy Act
The Privacy Act offers protection and rights to candidates in three principal ways. It provides candidates with:
- The right to ask for their records, except restricted to Privacy Act exemptions;
- The right to ask for a change to their information that is inaccurate, relevant, complete or timely; and
- The right to be protected against the unjustified invasion of their privacy. This could result from the collection, use, disclosure, and maintenance of their personal information.
What to check and what to avoid
Conducting reference checks is an excellent way to confirm a candidates’ suitability for the role. However, they must be carried out within the law boundaries governing privacy.
During a check, ask specific questions about the candidate’s competencies. Questions should revolve around job performance, strengths and weakness, professional demeanor, and also character traits.
You should avoid questions about the candidate’s race, age, religion, sexual preferences, disability, or national origin.
Carefully and adequately carried out reference checks will afford the recruiter or employer peace of mind knowing that they performed due diligence during the hiring process. You can also confidently make a decision that will positively impact your organisation for years to come.