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Recruiting? Here's what to do if your candidate Gift has prior criminal convictions

by , 16 October 2014
Let's say, you're recruiting in your workplace.

Since you know all about the importance of doing background checks on potential employees, you decide to conduct checks on applicants you've interviewed. And your background checks include doing the following:

• ID number verification;
• Driver's licence verification;
• Criminal record checks;
• Credit checks; and
• Qualification verification.

During your background checks, you find that Gift, one of the impressive applicants, has prior criminal convictions and you're not sure how to proceed.

Keep reading to find out how to handle this situation so you won't find yourself on the wrong side of the law.


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Recruitment: Do this when you find Gift has prior criminal convictions

 
You mustn't consider Gift's prior criminal conviction as an automatic barrier to prospective employment.
 
You must act in a fair manner and look at factors like:
 
  • The nature of the prior conviction (is it relevant to the job he's is applying for?);
  • The number of prior convictions; and
  • When the offences took place (long ago or fairly recently)?
 
The important point according to the Labour Law for Managers Loose Leaf Service is, you may be entitled not to appoint the applicant on the basis of the prior conviction without fear of being accused of unfair discrimination. But, first consider all the facts.
 
So look at Gift's case and base your decision to hire him or not on the facts. This way, you'll handle the situation in a legal manner and avoid legal comebacks.
 
If you need more information on background checks, read this article as it contains five steps to conduct legal background checks.

Recommended Product: Recruitment: The Complete Guide. It will give you practical advice, tools, checklists and samples that cover every single step of recruitment.
 

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