Employers, choosing a background check may seem difficult. In fact, the best at each position. Whether it consists of employment confirmations, criminal record checks or arrest records, verification proactively reduces the risks associated with recruitment.
When writing a background check policy for your business, there are many factors to consider: for example, the purposes of the policy and the steps you will take to ensure your program is compliant with federal, provincial, and sectoral laws. Having a process for ordering, receiving, and evaluating background checks will help you better defend your selection program.
Where to choose background check?
Not all background checks are on an equal footing. In the search for a complete picture of the legal history of your candidates, the difficulties you will encounter may surprise you. The background check organizations have more than five million criminal record checks it has performed for businesses, non-profit organizations, and individuals across the country. In this way, they make the world a safer place for everyone.
This verification is reserved for candidates who request paid and/or voluntary work in a position of authority or trust with respect to vulnerable people. It is a collection of data on offenses, including convictions, pending warrants, charges, court orders, and convictions for sexual offenses for which the person has obtained a stay of the file where it is authorized by the Minister of Public Safety and Emergency Preparedness. Information on non-convictions should be disclosed only when they meet the assessment of exceptional disclosure.
It is always important for every company to hire the best person possible for a certain position. In some cases, it could be necessary to check whether the selected candidate has any criminal history or arrest record?
Should I check if the candidate I want to hire has a criminal history?
In some countries the law allows people to check a candidate’s background before hiring him for some job. However, when it comes to verifying whether the candidate has a criminal history, an employer may risk himself for violating human rights and the other rights to privacy.
For most positions, a simple background check is therefore sufficient.
Before performing a criminal background check on a candidate, you must first determine whether the job vacancy warrants such a check. The job application and/or conditional offer must clearly indicate that verification is a prerequisite for the position in question.
You should always obtain the candidate’s written consent before checking if they have a criminal history.
It is illegal to target a particular candidate for a background check. Therefore, it is always best to do this check after presenting the job offer.
Before hiring a candidate, an employer has the right to ask him if he has received convictions under the Criminal Code for which he has not obtained a pardon. Questions regarding offenses against provincial laws such as the Highway Traffic Act or the Securities Act are also permitted. It is not the same as doing a criminal record check.
