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Employment Checks ProcedureVersion:2.0 FinalRatified by:The Workforce Groupware ratified:June 2011Name of originator/author:Clare Keogh, Senior HR Managerial of responsible committee/individual: Date

How to fill out employment checks procedure

How to fill out employment checks procedure

1. Gather all necessary documents and information required for the employment check, such as employment application, resume, references, and identification documents.
2. Review and understand the legal requirements and guidelines for conducting employment checks in your jurisdiction.
3. Verify the authenticity of the information provided by the applicant, such as their employment history, education qualifications, and professional certifications.
4. Contact the applicant's references and previous employers to gather feedback and verify the accuracy of their claims.
5. Perform background checks, including criminal records, credit checks, and drug tests as necessary and permitted by law.
6. Maintain confidentiality and ensure compliance with data protection regulations throughout the employment check procedure.
7. Document all findings, observations, and decisions made during the employment check process.
8. Based on the results of the employment checks, make an informed decision regarding the applicant's suitability for the position.
9. Communicate the outcome of the employment check to the applicant while adhering to legal obligations regarding disclosure of information.
10. Follow up with any additional steps or procedures required after the employment check, such as orientation or contract signing.

Who needs employment checks procedure?

1. Employers and hiring managers who want to ensure they are making informed hiring decisions and selecting candidates who meet the necessary requirements for the position.
2. Companies and organizations that handle sensitive or confidential information and need to ensure the integrity and trustworthiness of their employees.
3. Industries and sectors that require employees to have certain qualifications or licenses, such as healthcare, finance, or education.
4. Government agencies and organizations that need to conduct thorough background checks for security clearance purposes.
5. Small business owners who want to protect their business reputation and minimize potential risks associated with negligent hiring.
6. Employment agencies or recruiters responsible for screening and selecting candidates on behalf of their clients.

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