The interview is not the final stage of the employment process. Background checks are frequently conducted to verify the information provided by applicants on their résumés and application forms and during the interview, and the results guide the final selection. Such checks are necessary since the realities of conducting business in most societies require employers to exercise due diligence in ensuring that their employees do not pose a threat to the safety of customers and other workers, and that they do not compromise the company's capital, financial, and intellectual assets, or its reputation.

Applicants are usually given advance notice of investigations and are asked to provide permission for the potential employer to conduct them either verbally during the interview (for example, when the applicant affirms that it will be all right for them to contact former employers) or in writing (for example, when the applicant signs an application form containing a permissive clause).

Companies, being guided by the policies of the International Labour Organisation (ILO) and general practices regarding discriminatory hiring decisions based on the findings of background checks, tend not to collect information that is irrelevant to the position. Some even disregard this practice completely, deciding, instead, to assess the employee based on his/her performance during the probationary period.

The types of background checks conducted and the extent of investigation undertaken by the company (usually the human resource management department) often depend on company policy, the nature and responsibilities of the prospective job, and past experience. Hence, the same type of investigation will not be conducted for every applicant. For example, academic and employment reference checks may be required for management positions and those that require the handling of expensive equipment and machinery, personal reference checks and checking for traffic violations may be required for a driver, while an employment reference check may be all that is required for a forklift operator.

Prospective employees should ensure that:

The information on your résumé (dates, titles, institutions, etc) is correct, and that you do not list many institutions that are no longer in operation as this will cause suspicion.

Complete the company's application form carefully, particularly the section dealing with criminal records. It is best to explain your viewpoint of the circumstances surrounding a misdemeanour than to omit it and have it discovered by the company, even if it took place more than 10 years ago. The company will not give you the opportunity to explain it once you did not disclose this on the application form.

Answer interview questions truthfully. Employers are more likely to provide second chances to persons with adverse past workplace experiences when they are upfront with their mistakes, show that they have learnt from them and demonstrate growth.

Indicate where contacting past supervisors may produce an unfavourable reference and explain the reasons for this without making negative comments about that company, its management or the supervisor.

Patricia Grant-Kitson is a human resource management and training consultant.

Background checks include:

Employment reference checks (to verify employment history and past job performance)

Personal reference checks (to obtain information about the person's character)

academic reference checks (to validate academic institutions and credentials)

Criminal background checks (to check for criminal convictions); and

Motor vehicle record checks (to check for traffic violations).