AD Writes: I am currently recruiting a couple of candidates for my organisation and I want to ensure I have all the necessary details about each new employee. What information must new employers be given and is there any information employees do not have to disclose? The first step of recruitment is usually an application form provided by the employer. Although application forms vary from employer to employer and between job positions, most employers use a standard application form asking for the usual details. These details include previous positions and employers, education and relevant training courses and contact information. You should only ask for information relevant to the position you are offering. It is important to include a section which asks for previous relevant work history. This information is vital when deciding whether the candidate is suitable for the job. Previous roles demonstrate skills which the applicant has acquired and developed. Asking for the names of at least 2 referees is also as equally important. Inquiring about the candidate will allow you to confirm that it is a genuine application. Some positions in the care industry require names of references to be sought by law. During the recruitment process, you can ask about unspent convictions. Applicants may have to provide details of their unspent convictions, and employers can turn them down on that basis. Individuals are generally not under an obligation to give information about their spent convictions and if they do employers should not discriminate against them on those grounds. However, depending on the industry, employers can ask for information regarding a spent conviction or ask for disclosure - for example, roles which involve working with children or vulnerable people. In order to ensure a fair procedure and equal opportunities, the recruiter should not ask any questions about any disabilities the job applicant may have, or information about previous absence record unless one of the specific exemptions in the Equality Act 2010 apply. You can ask about successful candidates for a health check, and only if it is a legal requirement for the particular positions and the job requires it. It is not unlawful to ask about age in the application form but some employers choose to omit this question. You must make sure the job applicant provides the necessary documentation to prove that they have the right to work in the UK before they commence employment with you.