It can be difficult to decide on an appropriate employment screening package to ensure you hire the right candidates for your State or Local Government agency. This is because you have seemingly competing mandates to – on the one hand – thoroughly vet your candidates, and – on the other hand – to meet the requirements of anti-discrimination law by not carrying out unnessary screening.
This is highlighted by the NSW Independent Commission Against Corruption in their Recruitment and Selection website article where they state “Employment screening is an important feature of any recruitment and selection strategy” , but also note “such checks are intrusive and time-consuming and should only be used when it is justified given the type of position that is vacant and when informed consent has been provided”.
This complexity requires weighing up of potential risks with other concerns such as non-discrimination, and this consideration needs to be done within the context of each specific role being hired for. The expertise required to develop an appropriate and effective employment screening program has led some agencies (one example being the NSW Government) to outsource the entire operation to organisations like Accurate Background, to ensure they meet their requirements as well as prevent fraud and uphold community expectations.
According to ICAC, one of the key heuristics to guide these considerations is the degree of trust that will be placed in the role:
“Generally, the greater the position of trust, the more justified an employer is in performing more extensive employment screening, as recommended by the Standard Australia’s AS 4811-2022 Employment screening.”