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Helping candidates understand the reason for background checks

With the high level of unemployment in South Africa companies unfortunately find themselves in the position of receiving many fraudulent job applications and this has forced our hand to introduce a thorough employee screening program. You may be asked for permission to conduct the following checks and we explain herein the reasons for doing this.

CRIMINAL RECORD CHECKS
Some people did some “stupid” things when they were young and it landed them in trouble; they believed that they had gotten away from any permanent record. Some people have merely signed a traffic offence and paid the fine believing that there was no further incrimination. Sadly this could have led to you having a criminal record.

Criminal record checks are done by companies in order to minimize their risk. It is recommended that you inform the relevant person of any possible records you may have prior to the criminal record check being conducted on you.

 

Criminal Record Checks via Hardcopy Fingerprints (SAP91A Form):
Fingerprints can be taken at any SAPS Station.
This is a service available in South Africa where candidates can visit any SA Police Service Customer Centre and get their fingerprints taken on a SAP91A Form.
This form, along with a copy of the candidate’s ID and receipts issued by the Police Station needs to be sent to the regional iFacts Office.
The criminal record check will be processed and results submitted within three working days of the receipt of the hardcopy prints.
If the applicant is applying from outside of South Africa they can capture their fingerprints on the local equivalent of a SAP91A Form.

Criminal Record Check via Automated Fingerprint Identity System (AFIS)::
This check is done to establish if a subject has a criminal record. In order to conduct the check, the individual must sign a consent form and must have his/her fingerprints taken on a SAPS approved biometric fingerprint reader (SAGEM MSO300). Whilst we do not state that a person with a criminal record is unemployable, we do stress that a company needs intelligence to manage their risk.

 

CREDIT CHECKS
The National Credit Regulator (NCR) allows companies to conduct credit checks on individuals if they are applying for a relevant financial position.

You may have at some time lived beyond your means and not be able to furnish your debt which has created a bad credit rating for you. Again, honesty is the best policy and you are encouraged to advise the relevant person of any possible records against your name – the reasons for the record may be as a result of a retrenchment or similar and by confirming this prior to the check being conducted, your application could be seen in a positive light.

Are you aware that you are legally entitled to one free credit check from a credit bureau every year?

 

VERIFICATION OF QUALIFICATIONS, LICENSES & PERMITS
With the below statistics it is clear that potential employers should not accept any qualification at face value and it is for this reason the original documents are requested and sent for verification.

 

REFERENCE CHECKS
Again, desperation leads many people to provide friends or colleagues’ details as a reference. It is not recommended that future employers accept the reference details in the CV as correct and it is for this reason that we verify the details of the referee and only then obtain a reference from the correct person.

It is recommended that you advise the referees that you are applying for a new position and they could be contacted for a reference.

It should be remembered at all times that it is essential to ensure you have given your potential employer permission to conduct the necessary checks. You can ask the relevance of the checks being conducted.

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