Pre-employment or “background” checks are primarily intended to verify statements made on CVs during the interviewing and hiring process in order to confirm their qualifications and identity. ensure companies can effectively narrow down their list of prospective candidates to find the right people for the company.
Background checks effectively act as a filter so the most reliable, trustworthy and competent candidates for the job may be identified. Hiring the right person for the position helps to protect the organization against potential risk while also avoiding the problems of hiring a poor fit for the job and having to restart the process.
The Role of HR
Compared to recruitment agencies, whose job it is to locate and place prospective staff, HR companies are tasked with a much wider series of responsibilities including gathering data for pre-employment checks. This can be acquired through companies like Triton Canada, however it is vital to understand the law surrounding this.
Canada privacy laws require companies to only gather the minimum amount of data and only information that is directly relevant to the job role in question. This is in line with PIPEDA, The Personal Information and Documents Act relating to handling of personal data.
When to Carry Out Pre-Employment Checks
While the majority of organizations tend to look for similar information when carrying out checks, specific sectors may require more intensive and detailed checks than others, especially those involved in managing finance, legal business or the care of vulnerable people. Some examples of these workplaces include
- Banks
- Insurance companies
- Courthouses
- Care facilities
What’s Involved
Pre-employment checks typically take around three to four days depending on the type of individual check (more intensive types such as criminal checks may take longer). Types of checks involved in the process include:
Employment History Verification
The process for this typically entails contacting previous employers in order to confirm details about work history to ensure they have the required skills and experience for the position.
Education and Training Credentials
Similarly to employment history checks, the purpose of an education and training check is to make sure the candidate has the required training and education for the position they are applying to.
Reference Checks
This type of check is taken to add supporting information to the statements made by the candidate on their resume. It also acts as a character reference as good references will be able to give a picture of what the candidate might be like to work with in regard to aspects such as character and work ethic.
Criminal Record Checks
Criminal record checks search through databases for details of any warrants, charges or previous convictions. To do this, employers must comply with privacy laws and obtain the potential hire’s consent.
Personal Privacy
There are a number of ethical and legal considerations that should always be accounted for when conducting pre-employment checks. While background checks are permitted by Canadian law, employers are obligated to get written consent from potential hirees and inform them of the check’s purpose.
Data protection is an increasingly important area of employment and organizations should make sure they are up-to-date and compliant with the latest policies and procedures. Canadian law has specific rules protecting the privacy of individuals and requires employers to adhere to the federal and provincial regulations depending on their province and specific sector.
Guest writer.
