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Posted by Luke Miller on

The human resources landscape is in a constant state change. The increasing focus on digitalisation, identity and demand for hybrid work cultures which ushered in a multitude of risk management challenges. Gone are the days when mere reference checks, work history evaluations, and gut instincts influenced our hiring decisions.

With generation Z entering the workforce, and increase of digital nomads in the increasing digitally connected world, it demands an unprecedented level of scrutiny when it comes to recruiting new staff in an fiercely competitive world.

Enter drug and alcohol screening, as well as police or security checks, which have gained popularity as effective methods for mitigating risks and ensuring due diligence in the workplace. Although these tools hold immense value in assessing the suitability of potential hires, many individuals often find themselves pondering where to begin.

For human resources managers contemplating the inclusion of police checks in their hiring process, especially those who are new to this practice, several crucial considerations should be taken into account:

Consideration #1 - Internal Control vs. Employee Responsibility

Are you inclined to control the police check process internally, or would you feel comfortable with your employees obtaining their own checks? Should you opt for the latter, it becomes paramount to ensure the integrity, accuracy, and quality of the organization providing the police checks. Reflect on whether you should provide job applicants with a list of approved providers or direct them to a single source for consistent, accurate, and high-quality police checks.

While there are advantages to being directly involved in handling police checks within your organization, such as fostering a strong relationship with reputable police checking company and gaining peace of mind in terms of integrity, several questions must be addressed:

  • Do you possess the organizational capacity to handle police checks internally?
  • Do you have the administrative capability to manage the process effectively?
  • Do you have the necessary personnel to input the data?

The right police check provider can significantly support your administrative processes and help you establish a system that aligns with your current capabilities and growth ambitions. Moreover, partnering with a specialized company offering police checks like National Crime Check allows you to tap into their expertise, uncovering factors that may have previously eluded your consideration, while benefiting from established infrastructure and streamlined processes.

Consideration #2 - Selecting an Ideal Police Check Partner

When it comes to choosing police check partner, it is important to assess their reputation, accreditation, coverage and determine if they are a good fit for your organization. Don't hesitate to request references from potential providers, allowing you to gauge the experiences of their other clients. A reputable police check provider will gladly accommodate your due diligence inquiries.

Turnaround times are another crucial factor to consider. Some organizations offer same-day reports as a standard service, while others require 24 hours but can expedite reports for an additional fee. Additionally, the cost implications may vary based on the volume of reports requested. Certain providers adopt a flat fee-per-report structure, regardless of the quantity generated.

Before committing to a specific police check provider, understanding their cost structure to ensure hidden charges like subscription fees or cancellation fees are taken into consideration. Be sure to directly inquire about such fees, as they can significantly impact the overall cost, especially considering the volume of police checks required.

Consideration #3 - Navigating the Payment Landscape

Finally, regardless of whether you opt for employees to source their own police checks or handle them in-house, the question of who bears the cost must be addressed. It is not uncommon for organizations to reimburse successful candidates for their expenses if they initially requested applicants to cover their own costs. Conversely, some organizations pass the costs of police checks directly to all applicants, irrespective of their eventual hiring outcome.

Whichever stance you adopt, it is crucial to communicate your policy transparently and early in the application process. Transparency and consistency play a vital role in attracting the right individuals to your organization.

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