Employers are often required to exercise a significant degree of trust and reliance in job candidates, believing that they will be truthful in recruitment processes. Whilst it is good practice for employers to double-check a job candidate’s qualifications and experience prior to making an offer of employment, the reality is that information provided in a curriculum vitae or an interview will be relied upon by an employer when considering who to recruit.
For employers, the consequences…Continue
The applications have closed, the interviews are conducted and you think you have your ideal candidate– but HR tells you that you cannot make an offer until pre-employment and reference checking is conducted.
For some, pre-employment and reference checking may be considered a needless step which creates additional administrative burden – particularly when an employer has their candidate ready and able to start. However, conducting pre-employment and reference checks may turn out to be…Continue
Providing references to prospective new employers about employees can be a tricky business. There are range of important considerations for those delivering references to take into account and often conflicting interests can creep into the equation.
Common concerns include:
One of the first steps that the Fair Work Commission (FWC) takes when dealing with unfair dismissal claims is to require the parties to participate in a conciliation.
The purpose of a conciliation is to help the parties resolve the matter without the need go to a full hearing before a FWC member. In its most recent quarterly report on unfair dismissal applications, the FWC reported that about 59% of unfair dismissal claims were settled at…Continue