Hiring Guide: Background Checks vs Police Checks

Key Takeaways

• Background checks serve as an umbrella term that covers many different types of candidate checks.
• Police checks focus strictly on a candidate's disclosable criminal history.
• Reference checks collect feedback from past supervisors about work performance and personal behavior.
• Using multiple checks together gives you a complete view of a candidate's background.
• Getting written candidate consent is required before running any official check.

Screening Checks Explained

Hiring the right person involves more than just reading a resume. Resumes show what candidates want you to see. Pre-employment screening helps you verify that the information provided is accurate and true.

Screening checks protect your business in several ways:

• Safety: They help protect your current staff, clients, and assets from bad behavior.
• Quality: They help you verify that candidates actually have the skills and work history they claim.
• Compliance: They make sure you meet industry regulations and local labor laws.
• Cost: They reduce the risk of costly hiring mistakes and early turn-over.

If you want to review standard employment terms, check out our HR & recruitment glossary. Understanding basic hiring terminology makes it much easier to set up a strong candidate review process.

What Are Background Checks?

A candidate screening check is not just a single task. Instead, it is an umbrella term that includes many distinct types of record reviews and verifications.

When you run a broad background check, you choose which specific checks you want to perform based on the job role. For instance, a candidate applying for an accounting role might need a financial check, while a delivery driver might need a driver history review.

BACKGROUND CHECKS

Here are the main elements that can fall under this category:

1. Criminal Record Searches: Looking up local, state, or national police databases.
2. Work History Verification: Calling past employers to confirm job titles and dates.
3. Education Verification: Checking degrees, diplomas, and technical certificates.
4. License Checks: Confirming professional credentials, such as medical or legal licenses.
5. Right to Work Checks: Verifying visa status and work eligibility.
6. Financial Reviews: Checking credit history or bankruptcy filings for financial roles.

As you can see, this process goes far beyond a quick search. It covers almost any verification tool you use before making an official job offer.

Police Check vs Background Check: Key Differences

It is common for hiring managers to mix up these terms. You might ask a candidate for a police review thinking it will reveal their whole past work record. In reality, a police record search is only one small part of a broader candidate review.

Here is a side-by-side comparison to make the differences clear:

• Feature | Police Check | Broad Background Review

Primary Scope

Disclosable criminal history and court outcomes only

Criminal records, past work, education, licenses, and references

Data Sources

Government databases and law enforcement systems

Government, schools, past employers, and credit bureaus

Main Purpose

Check for criminal behavior and safety risks

Confirm full identity, work experience, skills, and safety

Turnaround Time

Usually 1 to 3 business days

Can take 2 to 7 business days depending on elements

Candidate Consent

Always required by law

Always required by law

Best Used For

Basic safety and criminal risk assessment

Full candidate evaluation before hiring

Understanding the Police Check

A police review looks specifically at a candidate's official criminal history. Authorized bodies run this check through government databases.

What it shows:

• Pending court charges.
• Disclosable court convictions.
• Findings of guilt without conviction (depending on local laws).

What it does NOT show:

• Reasons why the candidate left past jobs.
• Whether the candidate was a good worker.
• Fake degrees or false resume details.
• Civil lawsuits or personal financial issues.

A police check gives you vital criminal history info, but it will not tell you if the candidate can actually do the job.

Key Insight: A clean police check means the candidate has no disclosable criminal record. It does not mean they have the skills listed on their resume.

Reference Checks: What You Need to Know

While official database searches look at public and criminal records, reference checks give you human insight. They involve speaking with past managers, supervisors, or co-workers to learn about the candidate's day-to-day habits.

Why Reference Checks Matter

Reference conversations provide feedback that software databases cannot capture:

• Work Ethic: Did the candidate show up on time and meet deadlines?
• Team Fit: How well did the person communicate with peers?
• Problem-Solving Skills: How did they handle stress or sudden challenges?
• Rehire Status: Would the former employer hire this person again?

Avoid Common Pitfalls

Conducting these conversations manually takes time. Hiring managers often struggle with phone tag or unhelpful answers. Furthermore, fake references have become a growing issue.

When gathering feedback, you should watch out for common fake reference red flags to make sure you get real responses.

Modern Reference Check Methods

You have options for how you collect feedback from past employers:

1. Traditional Phone Calls: Calling referees directly to ask open questions.
2. Digital Forms: Sending online surveys for referees to complete on their own time.

You can compare automated vs traditional reference checks to decide which method works best for your hiring pipeline.

Exploring the Types of Background Checks

To pick the right combination of reviews, you need to understand the different check options available. Here is a breakdown of the most common screening options used by hiring teams today.

1. Identity Verification

This is the starting point for all screening. It confirms that the person you are interviewing is actually who they claim to be.

• What it checks: Passport details, driver licenses, or national ID cards.
• Why it matters: Stops identity theft and makes sure all subsequent checks belong to the correct person.

2. Work Rights Verification

In many countries, businesses face heavy fines if they hire workers who do not have legal permission to work.

• What it checks: Citizen records, work visas, and visa expiration dates.
• Why it matters: Protects your business from legal penalties and workforce disruptions.

3. Employment History Verification

Candidates often stretch their employment dates or exaggerate past job titles.

• What it checks: Start dates, end dates, job titles, and reasons for leaving.
• Why it matters: Confirms that the candidate has the exact experience needed for the job.

4. Education and Qualification Checks

Academic fraud is common on modern resumes.

• What it checks: Degrees, diplomas, transcripts, and professional certifications.
• Why it matters: Guarantees the candidate met the training standards required for specialized positions.

5. Financial and Credit Checks

These checks are designed for roles that manage company money, accounts, or sensitive financial customer data.

• What it checks: Bankruptcy history, credit scores, debt defaults, and financial court judgments.
• Why it matters: Reduces the risk of internal fraud, theft, or financial misuse.

Summary Matrix of Verification Types

• Verification Type | Primary Data Source | Key Benefit | Typical Role Requirement

Identity Check

Government Registers

Prevents fraud and false identity

All Roles

Police Check

Police Databases

Identifies criminal risks

All Roles

Reference Check

Past Supervisors

Verifies soft skills and behavior

All Roles

Work Rights Check

Immigration Portals

Guarantees legal right to work

Non-citizens / Visa Holders

Education Check

Colleges and Universities

Confirms real qualifications

Specialized / Technical Roles

Financial Check

Credit Reporting Agencies

Assesses financial responsibility

Finance / Management Roles

Legal and Compliance Rules for Hiring Managers

When gathering personal information on job applicants, you must follow strict legal guidelines. Failing to respect legal rules can lead to regulatory fines, lost candidate trust, and brand damage.

1. Always Get Explicit Consent

You cannot run criminal searches, contact past employers, or pull credit history without written approval from the applicant.

• Give candidates a clear notice explaining what checks will occur.
• Collect signed consent forms (either digital or paper).
• Allow candidates to review and correct bad data if something looks wrong.

To learn how personal candidate data should be safely managed, review Righteo's privacy policy.

2. Maintain Data Accuracy and Security

Gathering personal data means you must store it safely. Sensitive records like police history or home addresses must be kept secure from unauthorized eyes.

• Store screening records in encrypted systems.
• Limit staff access to sensitive candidate reports.
• Delete or destroy old candidate records according to document retention laws.

Maintaining accuracy and compliance in background checks keeps your business protected against legal risk.

3. Avoid Discriminatory Practices

Every candidate applying for the same role should go through the exact same screening steps.

• Do not run criminal checks on some applicants while skipping them for others based on age, gender, or background.
• Set clear qualification rules for every open position before you post the job ad.
• Make sure past criminal history is only used to decline a candidate if the past record relates directly to the job tasks.

Pro Tip: Draft a clear, written screening policy for your company. Send this policy to all applicants so they know what to expect during your hiring process.

Best Practices for Building Your Screening Strategy

To build an efficient candidate screening framework, you should follow a simple, step-by-step process. Here is how you can set up a effective review process for your team.

Step 1: Map Out Role Requirements | v Step 2: Update Job Descriptions & Set Standards | v Step 3: Collect Candidate Written Consent | v Step 4: Run Automated Verification Checks | v Step 5: Review Results Neutrality & Make Decision

Step 1: Map Out Role Requirements

Not every job requires the exact same checks. A warehouse worker might need identity and police checks, while an executive might need financial, credential, and deep work history checks.

• Group your jobs into risk levels (Low, Medium, High).
• Assign specific check lists to each risk level.

Step 2: Inform Candidates Early

Be open with candidates from your very first conversation. Mention your screening policy in job ads and during the first interview.

• Open communication builds trust with top applicants.
• Applicants with dishonest resumes will often withdraw early, saving your hiring team valuable time.

Step 3: Combine Database Checks with Human Feedback

Do not rely on a single check option. A complete candidate review combines official government searches with direct reference reviews.

• Use police checks to address safety concerns.
• Use reference calls to confirm performance and teamwork.
• Use credential checks to confirm technical ability.

Step 4: Work with Reliable Verification Partners

Running checks manually by calling schools or visiting police departments takes days of work. Partnering with professional screening platforms helps you receive fast, reliable, and compliant results.

At Righteo, we provide simple, quick, and accurate candidate checks that fit right into your hiring system.

Frequently Asked Questions

What is the difference between a police check and a background check?

A police check looks strictly at an individual's official criminal history through police databases. A background check is a broader term that includes criminal checks along with reference calls, employment verification, education checks, and right-to-work checks.

Are reference checks legally required for all jobs?

In most industries, reference checks are not required by law. However, they are strongly recommended so you can verify that the candidate has the skills and work ethic listed on their resume. Some regulated fields, like childcare or aged care, may require specific reference checks by law.

How long does a criminal history check take to complete?

Most digital criminal history checks return results within 1 to 3 business days. However, if a record requires manual review by a police agency, the process can take up to 10 business days or longer.

Can a candidate fail a reference check?

Yes. A candidate may receive poor feedback regarding their past work attendance, performance, or team interactions. If past managers raise major concerns or state they would not rehire the candidate, hiring managers may decide to stop the hiring process.

How far back do candidate screening checks go?

It depends on local regulations and the specific check type. Criminal checks usually show disclosable outcomes based on local spent conviction laws. Work history checks usually focus on the past 5 to 10 years of employment.

Ready to simplify your candidate checks?

Righteo helps hiring managers run fast, reliable, and compliant checks without the hassle. Protect your team and make better hiring choices today.

Learn more at Righteo.com.au