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The decision to offer a job to a particular person is critical. Although a candidate’s skills may have been objectively tested through a range of assessment methods, the accuracy of some of the information supplied by the candidate must be independently verified. Under no circumstances can someone who is ineligible be appointed. It is important to inform candidates that the provision of incorrect information on the application form and during the selection process may lead to disqualification from a selection campaign.

The type of checks carried out may differ depending on the type of campaign. For example, there will be a different procedure for an internal campaign to that of an external campaign.

Checks may include a medical/ health check to ensure that the prospective employee is capable of doing the job in the foreseeable future, a character check and an assessment of eligibility to work in this state.

This chapter aims to answer the following questions:

  • How can I make sure a candidate is eligible for a particular post?
  • How can I maximise the effectiveness of references?
  • How and where do I confirm the accuracy of qualifications?
  • Is it important to have a medical assessment carried out?
  • Is Garda clearance necessary?
  • Does the candidate need a work permit

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