Employers in Singapore use background checks to verify key information about a candidate before offering a job. These checks help confirm whether the details provided in a CV or during an interview are accurate and reliable.
Employers often engage professional screening providers to ensure that checks are conducted legally and in accordance with data privacy laws, and information is obtain from the right sources, which includes relevant regulatory bodies and authorities.
Here’s how employers typically conduct background checks in Singapore:
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Verify qualifications. Ensures that the candidate has the right qualifications and work experience to perform in the role.
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Check employment history. Ensures that the candidate has the appropriate work experience with previous positions and tenure verified.
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Review criminal records. Perform criminal background checks where applicable and permissible by law.
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Conduct reference checks. Contact former supervisors or colleagues to assess a candidate’s performance and attitude.
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Meet compliance standards. Ensure the candidate meets mandatory background checks required by Singaporean authorities. This may include verification by the Ministry of Manpower (MOM) for work pass applications, screening by the Early Childhood Development Agency (ECDA) for early childhood educators, or checks aligned with the Monetary Authority of Singapore (MAS) for roles in the financial sector.
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Assess identity and work eligibility. Verify the candidate’s identity documents.
Background screening allows employers to make informed hiring decisions, reduce potential risks, and maintain a safe and compliant workplace.
Further reading: Comprehensive Guide to Background Screening
