A background check is a process of verifying an individual’s identity, credentials, employment history, and other relevant information to assess their suitability for employment, tenancy, or other positions of trust. 

Types of background checks in Australia

Australian employers and organisations may conduct several types of background checks:

Police checks (National Criminal History Check)

• Reveals an individual’s disclosable court outcomes and pending charges
• Conducted through Australian Federal Police, state/territory police services, or accredited third-party providers
• Results provided as a National Police Certificate
• Does not include spent convictions (subject to state-specific legislation)

Working with children checks

• Mandatory for roles involving contact with children under 18
• Requirements vary by state/territory (Blue Card in Queensland, Working with Children Check in NSW/Victoria)
• Assesses criminal history specifically related to child safety
• Involves ongoing monitoring, not just a point-in-time check

Employment history verification

• Confirms previous employment dates, positions, and responsibilities
• May include conversations with former employers for performance insights
• Validates reasons for leaving previous roles
• Identifies any gaps in employment history

Qualification and education verification

• Confirms academic qualifications and professional certifications
• Validates institutions attended, degrees earned, and dates of completion
• May include verification of professional memberships
• Particularly important for regulated professions and technical roles

Reference checks

• Conversations with nominated professional references
• Provides insights into work style, strengths, and areas for development
• Validates claims about skills and experience
• May include both nominated and non-nominated references (with consent)

Identity verification

• Confirms the individual is who they claim to be
• Typically involves reviewing government-issued identification
• May include validation against Australian Government Document Verification Service
• Sometimes includes biometric verification

Financial background checks

• Credit history reviews for positions with financial responsibilities
• Bankruptcy checks for certain roles and directorships
• AML/CTF (Anti-Money Laundering/Counter-Terrorism Financing) checks
• Permitted only when directly relevant to the position

Digital footprint assessment

• Review of publicly available online information
• Social media presence evaluation
• Professional online behaviour assessment
• Increasingly common but subject to privacy considerations

Professional registration verification

• Confirms status with professional regulatory bodies
• Checks for any conditions, suspensions, or limitations on practice
• Relevant for healthcare, legal, financial, and other regulated professions
• May include disciplinary history checks

International checks

• Verification of overseas qualifications, employment, and criminal history
• Required for candidates with significant international experience
• Subject to different legal frameworks across jurisdictions
• Often more complex and time-consuming than domestic checks

Legal framework in Australia

Background check processes in Australia are governed by several key legal frameworks:

Privacy Act 1988 (Cth)

• Regulates the collection, use, and disclosure of personal information
• Requires consent for obtaining and sharing personal data
• Mandates appropriate security measures for stored information
• Applies Australian Privacy Principles to background check processes

Fair Work Act 2009

• Prohibits discrimination in employment practices
• Ensures background checks aren’t used for discriminatory purposes
• Provides recourse for unfair treatment in hiring processes
• Guides appropriate use of background information in employment decisions

State And Territory Anti-Discrimination Laws

• Prohibit discrimination based on protected attributes
• Ensure checks are relevant to inherent requirements of roles
• Require consistent application of checking procedures
• Vary slightly between jurisdictions

Spent convictions schemes

• Allow certain convictions to become “spent” after a rehabilitation period
• Prohibit discrimination based on spent convictions
• Vary across states and territories in terms of timeframes and offence types
• Include exceptions for certain sensitive roles (e.g., working with children)

Industry-specific regulations

• Financial services (ASIC, APRA requirements)
• Healthcare (AHPRA registration checks)
• Education (teacher registration boards)
• Aged care (mandatory screening)
• Aviation and maritime security
• Defence and government security clearances

The background check process

A typical background check process in an Australian workplace includes:

• Determining check requirements: Identifying appropriate checks based on the role
• Obtaining informed consent: Securing permission to conduct specific checks
• Collecting necessary information: Gathering data from the candidate
• Conducting the checks: Performing verifications through appropriate channels
• Evaluating results: Assessing findings against role requirements
• Addressing discrepancies: Following up on any inconsistencies
• Making informed decisions: Using results appropriately in selection processes
• Secure record-keeping: Maintaining appropriate documentation
• Ongoing compliance: Conducting periodic re-checks where required

Best practices for Australian employers

When implementing background checks, Australian organisations should:

• Establish clear policies: Document which checks apply to which roles
• Ensure relevance: Only conduct checks directly related to role requirements
• Maintain consistency: Apply the same standards to all candidates for similar positions
• Secure informed consent: Clearly explain the checks and how information will be used
• Use accredited providers: Engage reputable screening services
• Protect privacy: Handle personal information securely and confidentially
• Provide opportunities to respond: Allow candidates to explain adverse findings
• Document decisions: Maintain records of how check results influenced decisions
• Consider timing: Conduct checks at appropriate stages of the recruitment process
• Stay current: Keep abreast of legislative changes affecting background checking

Common challenges and considerations

Australian organisations frequently encounter several challenges with background checks:

Challenge: Balancing thoroughness with privacy

Solution: Conduct only checks that are directly relevant to the specific role requirements and ensure proper consent processes.

Challenge: Managing delays in check processing

Solution: Build realistic timeframes into recruitment processes, particularly for roles requiring working with children checks or overseas verifications.

Challenge: Inconsistent international standards

Solution: Work with specialised providers for international checks and consider alternative verification methods when standard checks aren’t available.

Challenge: Addressing adverse findings appropriately

Solution: Develop clear guidelines for evaluating the relevance and significance of negative information in relation to specific roles.

Challenge: Cost management

Solution: Implement tiered checking approaches based on risk levels of different positions rather than applying comprehensive checks universally.

Technology and background checking

The background screening industry in Australia has evolved with technology:

• Digital identity verification: Real-time validation of identity documents
• Automated reference checking: Structured online reference collection
• Continuous monitoring: Ongoing alerts for changes in criminal history or professional standing
• Candidate-centred platforms: Self-service portals for providing information and tracking progress
• Integration with ATS: Seamless connections with applicant tracking systems
• Blockchain verification: Emerging technology for credential verification

Emerging trends in Australian background checking

Several developments are shaping the evolution of background checks:

• Risk-based approaches: Tailoring check depth to specific role risk profiles
• Continuous screening: Moving from point-in-time to ongoing monitoring
• Digital credentials: Verifiable digital qualifications and certifications
• Candidate experience focus: Streamlining processes to reduce friction
• Global mobility solutions: Standardised approaches for international verification
• AI-assisted screening: Using technology to identify patterns and inconsistencies

Gig economy adaptations: Modified approaches for contingent workforce verification