Employment Reference Checks
CVCheck’s Brett Fraser joined Paul Molony from JobAdder to discuss the Royal Commission’s Interim Report into Aged Care. They examined the report’s findings and looked at what the requirement for continuous improvement means for the future of the industry.
Candidate interviews are considered by many to be a necessary evil. They may be a great way for you and your candidate to get to know each other but using interviews to verify your candidate’s claims can give misleading results. Luckily, an emerging tech solution will soon make the challenge of identity and claims verification a thing of the past.
From a job candidate's body language to their mismatching cv and online profile, there can be several signs that your interviewee may not be entirely truthful about their work experience in their resume. In the last episode of our interview series this week, recruitment experts uncover some of the biggest red flags during interviewing and share how you can find out whether your interviewee is telling the truth.
Misrepresentations on resumes have always been around, but do you know what are the most hurtful lies and at what level are they the most common? In the newest video of our series this week, we discover some false claims the recruitment experts we asked met before.
Over the last few months we have been out and about, networking and gaining insights from leaders in the Australian recruitment industry. In our new video series, we interviewed leading recruitment experts on best practices for finding ideal candidates. Watch this video for what they had to reveal.
Last week we started a series of interviews, recorded at a recent RL100 leader's lunch in Melbourne, organised by The Recruitment Events Co. Australia and New Zealand.
Reference checking can be a legal minefield, so it’s essential you conduct due diligence to protect your company – and yourself. Recruitment expert Rachel Hill and lawyer Craig Sharp explain the legal obligations of reference checking.
A call to your candidates’ referees can help you determine whether they’ll survive and thrive within your organisation. But according to cultural change expert, Sandra Wood, from Great Managers, you have to know what you’re looking – and listening – for.
Daniel Chilcott, General Manager of Learning and HR Services at Programmed, has some crucial advice on how companies can manage their risk appetite with new hires. Implementing a standardised approach to screening in your workplace can significantly minimise the risks associated with recruiting.
There’s no point conducting employee reference checks if you aren’t asking the right questions. We sat down with expert recruiter Tom Watt to find out the common mistakes hiring managers make and the best questions to ask referees.
Every role has unique screening requirements but there are three essential pre employment checks that every business should be conducting. CVCheck’s Andrew Maffett explains why running these particular checks as a minimum, is crucial in the digital age.
If you haven’t adopted a risk-based approach to your recruitment, chances are you haven’t got a clear picture of your candidate, and that makes it difficult to be confident in your hiring decision. Look into these case studies with our Chief Commercial Officer, Andrew Maffett, to understand the benefits of risk-based employment screening and how to put this into practice in your workplace.
A standardised approach to employee screening could be anything from a formal written policy to a collection of undocumented ‘standard practices’. We reveal the positive impact such an approach can have on your overall business.
Reference checks are a bit like going to the dentist – you know it’s something you really need to do, but you never look forward to going (sorry, if you're a dentist).
We've recently created two new types of Employment Reference Checks. You can now choose between our Streamlined and Verified references. So, what’s the best choice for your candidate today?
CV embellishments are more common than you think – even at the senior levels of high-profile companies. Those lies, whether big or small, can unfortunately catch out the most experienced recruitment teams.