You need never worry about bad staff if you use Sync Consulting Global
as your resource provider!
The adage "a persons past behaviour is a good predictor of their future behaviour" is supported by Employers' Mutual Protection Service (EMPS) annual screening statistics from 2009, which showed that 40 percent of job applicants with criminal convictions were convicted of two or more crimes.
Kirsten Halcrow, managing director of EMPS, says the latest screening tool that can now be used by employers to look at past employment behaviour of job candidates is a CCMA check. It will show whether candidates have any CCMA awards or Labour Court judgments against or in favour of them. A further CCMA transcript check can then be done to get the full CCMA transcript report.
She says checking an applicant's CCMA records when used as part of a safe-hiring process can serve several purposes.
"It can reduce the chance of a negligent hiring decision. The threat of liability gives employers reason to be cautious in checking an applicant's past.
"CCMA checks can also help identify false or inflated information supplied by job applicants. Because of such a high incidence of CV fraud, employers should be wary of accepting anyone's word at face value.
"CCMA records are vital sources for verifying information submitted in job application forms and verifying an individual's reason for leaving previous employers. They also help determine whether applicants are fit for the job.
"The ultimate purpose of any screening programme, once credentials have been verified, is to ensure a good job fit. Using previous employment references and CCMA data could prove valuable in establishing job fit.
"CCMA commissioners do not always find against job applicants, there can also be cases won in favour of applicants, that explain possible negative employment references, by disgruntled previous employers."
Halcrow says CCMA checks will discourage applicants with something to hide and encourage honesty. Application forms should directly ask applicants about any CCMA records or previous disciplinary history.
"Most honest job applicants are not concerned about background checks, but others are uncomfortable with the idea of anyone poking around in their personal history.
"In-depth background checks could unearth information that is irrelevant, taken out of context, or just plain wrong.
"It is of the utmost importance that employers use accurate sources, get signed consent from applicants and only use data that is relevant to the position applied for," says Halcrow.
