One of the background checks you must do before you hire a new employee is a criminal record check, says FSP Business.
You can either do this criminal record check after a first interview or second interview if you follow a two-step interview process. The important thing is that you do the checks before you hire.
Here are two ways to do a criminal record check
#1: You can contact the Criminal Record Centre on (012) 393 3601 and request the information; or
#2: You can ask the applicant to apply for a police clearance certificate from their local police station.
What to do if your job applicant has prior criminal convictions
Don't exclude a candidate because of his criminal record if you aren't entirely sure it's relevant to the job he's applied for. Look at factors like:
'You may be entitled not to appoint the applicant on the basis of the prior conviction without fear of being accused of unfair discrimination if it has a clear relevance to the job. But, first consider all the facts,' says the Practical Guide to Human Resources Management.
Also keep in mind that people often lie about their criminal records.
Where your applicant claimed to have no prior criminal record, but the tests reveal that this isn't true and he does have a record, this'll raise concerns about your applicant's integrity.
In some cases this false statement could amount to fraud. If your candidate lies in the application process, it's a good reason not to hire her.
Remember, you can only conduct a check for a criminal record if your candidate consents or it's relevant to the job requirements.
An easy way to do this is to include a clause in your application forms allowing you to do criminal record checks. You may also want to include this clause in your employment contract. This means you'll be able to do checks when you think it's necessary.