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This policy gives information on why and how we carry out background checks on potential employees as part of our recruitment process. Background checks gives the company basic insights into a candidate financial, criminal and identity background which confirms the accuracy and truthfulness of the information they have given to the company. It is used as part of our external recruitment process but may be used when considering employees for new roles within the business. Background checks and reference check are carried out by HR staff who have received GDPR training on sensitive personal data and are aware of the need for confidentiality and minimum processing activity.
Background checks may include:
The basic background screening includes identity, criminal and financial checks. These checks are carried out on all candidates to whom an offer has been made for employment regardless of role. We will comply with legal guidelines at all times and aim to make the process as simple and effective as possible.
Conducting an Employee background check
The HR Manager has the responsibility for selecting and using a reputable external background checking company. Background checks will only be carried out when a candidate has been offered a role and will not be used as part of the final selection process. Candidates will be asked to give authorization for the background checks to be carried out during the offer process, failure to agree may mean the offer is withdrawn. HR has responsibility for handling any sensitive personal data and has GDPR compliance statements from the background checking company. As part of the recruitment process all applicants are notified that background checks will take place if they are successful and are made and offer. Full details of how the company handles personal data during the recruitment process is available in our Privacy statement on the website www.payara.fish. All role adverts show that we are aware of equal opportunity regulations and GDPR responsibilities during the recruitment process.
Our company’s responsibilities
HR staff will:
Criminal records don’t automatically disqualify candidates from employment unless they are convicted of serious criminal acts. We will judge the substance of criminal record reports and make an informed decision after discussion with the individual, and dependent on the suitability of the role the individual has been offered.
Background checking Procedure
Once a candidate has been selected and made an offer of employment, HR perform the following procedure;
The back-ground check data and report are held in the employees file in line with our GDPR policy.