Warning: preg_replace(): Empty regular expression in [path]/showthread.php on line 2381

Warning: preg_replace(): Empty regular expression in [path]/showthread.php on line 2381

Warning: preg_replace(): Empty regular expression in [path]/showthread.php on line 2381
Criminal Background Records... - CiteHR

No Tags Found!

SH

Shai89308

Executive Hr

AS

Ammu Shanvi

Human Resource

GS

G SHASHI KRISHNA

Senior Manager - Hr

AH

Aizant HR

Human Resources

MA

MARSHAL

Safety Officer

AK

Anish Katoch

Hr Executive

PR

PranjalR

Hr Recruiter

AP

Alka Pal

Hr Executive

Karthikeyan8195

Management Consultant

MK

Mohit Kumar Puri

Head Marketing

AU

Austex

Accounts Manager


salrod
Hi, everyone!
This time i want to ask for information in what charges should exclude a candidate from become an employee in a company.
Background check are necessary today not to discriminate but as a precaution against bad influence and bring the wrong player to the team.
I order to be very fair, what is the norm or what are those charges that can become unacceptable. Is there any site that can be a help in reading those reports?
Thanks for the help.
Sal

From United States,
numerouno
12

A lot depends on the kind of company employing, and the nature of the job.

I curently work in the public sector in the Attorney-General's department. Obviously this kind of organisation has to be seen to be "squeaky clean" so any kind of felony conviction is likely to see an employee terminated or a candidate rejected.

I am also familiar with the early childhood and education sector. In this kind of role, offences "against the person" (especially children) would not be tolerated. However, property offences or fraud for example may not automatically exclude a candidate from a position. When police checks (criminal checks) identify these kind of felonies, a whole range of factors are taken into account in reaching a decision. Factors might include:

- age of the offender when the offence took place

- recency of the offence

- nature of the offence and implications for the job under consideration

- good behaviour of the individual since the offence

- honesty of the candidate if they have declared the criminal history prior to employment

There is "no one size fits all" here, and I believe that people deserve a second chance when their offending does not place the company, other staff or clients at risk.

From Australia, Ballarat
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.




About Us Advertise Contact Us Testimonials
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2024 CiteHR ®

All Copyright And Trademarks in Posts Held By Respective Owners.