1.Find an ACIC accredited partner

The ACIC accredited bodies are those who submit a large number of police checks which also adds to their organisations business operations

2. Communicate the inherent requirements in job advertisements and to any existing employees

It is recommended that advertisements state whether they will be conducting a police check. It is also important to note that a criminal history check does not automatically block people from applying. An honest and open discussion can then be conducted in the early staged of the recruitment process.

3. Identify the inherent requirements clearly during the job interview

During the interview, the interviewer should reiterate to the candidate that the role requires applicants to agree to a police check, based on the risks that associated with the role and that any criminal record will be assessed against those risks.

4. Have a written police check policy written for their organisation that complies with relevant anti-discrimination and privacy legislation

Before employers begin conducting criminal checks within their organisation, they should have a documented police check police that is in place to help potential candidates and employees understand the organisation’s reasons for conducting police checks and avoid misunderstandings.

5. Obtain consent from potential employees to conduct a police check

It is mandatory for organisations to obtain consent from potential employees before they conduct a police check in order to comply with Australian Privacy legislation. Australian privacy laws were changed in March 2014 and require an individual about whom information is being collected to be notified that the information id being collected and who is collecting the information.

6. Review the results of the police check:
a) If there is no criminal record, proceed with usual recruitment process
b) If there is a criminal record, determine if it is relevant to the role in question (if not, proceed with usual recruitment process).

7. If there is a criminal record that is relevant to the role:

a) Disclose the results of the police check to the candidate/employee
b) Give the candidate an opportunity to dispute or address the record
c) Consider factors specific to the case, including how recent the offence is, rehabilitation, circumstances etc.
d) Ensure they’re abiding by all relevant anti-discrimination legislation
e) Consult a legal consultant before making any decisions
f) Document the decision-making process