Ex-felons rarely bring their crimes to the attention of their potential new employer, nor are they obliged to, if they are not specifically asked.

1.      Ask: 
“A police check may form part of your assessment. Is there anything that we should be aware of?”

2.      In your job advert write:
“A police check forms part of your job application”

3.      Reference check thoroughly.
Request three people that you have worked under within the past 5 years, and the company phone numbers.

4.      Compare their resume to their LinkedIn’s version. MACRO never deletes resumes; in many cases MACRO has multiple versions on file. It is surprising to see inconsistencies appear in employment history.

5.      Google them.
You’d be surprised what pops up in the online papers. Many change their name or swap their first name with their last. When detected some claim “avoiding the ex-wife’.

6.      Facebook
Propensity for drugs and character assessments.

When assessing the application of a person with a criminal record, the Australian Human Rights Commission suggest employers address the following questions

• Has the applicant or employee been informed about the possible relevance of a criminal record to the position?
• Does the organisation have clear procedures for making decisions about applicants with a criminal record? For example, who makes the decision and how is it made?
• Does the applicant or employee’s specific criminal record mean that he or she cannot fulfil the inherent requirements of the particular job?
• Has the applicant or employee been given an opportunity to explain the circumstances surrounding any criminal record?
• Is there an avenue for the employee to appeal the decision?