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The Ontario government passed Bill 3, the Pay Transparency Act 2018, on April 26, 2018. This Act will come into force on January 1, 2019, making Ontario the first province in Canada passing legislation regarding the regulation of pay transparency in the hiring process. This legislation is a part of the Ontario government agenda to promote gender equality and equal compensation. What is the purpose of the Act? Even though making distinction… Lire la suite »

Three things to know about your potential business partner Choosing your partner is no easy task. Every businessperson faces this kind of challenge and fears disappointment. On the other hand, this important agreement can help you achieve the success you’ve always wanted for your business. Nevertheless, you still need to take the necessary precautions if you want to increase your chances of finding the ideal person. This article goes over… Lire la suite »

Most employers who regularly hire new employees are well aware that an analysis of a candidate’s resume never provides all the answers. Often, when writing a resume, the candidate will purposely omit information that would make his or her application less attractive to recruiters and perhaps exaggerate information to make themselves more attractive. This is why hiring a background screener before moving forward with a candidate can be beneficial. These… Lire la suite »

New name. New worldwide possibilities. Same unfaltering commitment to quality.

Fingerprints are becoming a mandatory requirement to work on Government of Canada contracts – is your organization ready?

We will be announcing our new company name of February 1st – be the first to find out all about it!

Mintz Group LLC (“Mintz Group”), a leading global investigations firm, today announced the acquisition of Garda Background Screening Solutions (“Garda Screening”) from Champlain Financial Corporation.

Do you have to export your products to the United States? Or will you be doing so in the future? If so, it is of utmost importance to take all required measures to ensure a smooth process.

Background Screening companies have been offering National Criminal record checks for approximately 15 years. In the beginning, police services were performing these searches based on a signed authorization provided by a candidate, accompanied by government issued identification.

In a limited job market it’s exciting to meet a candidate who seems ideal. Sometimes, though, a person’s credentials, references and personality don’t give a complete picture of his or her past.

Thanks to globalized markets, people are changing jobs much more frequently than ever before.

The reason for a criminal background check is inevitably to answer one question: Will this candidate be a security risk to my organization? While no one can tell for sure whether a person will have the motive or opportunity to commit a crime in the future, a person’s past behaviour is often a reliable risk indicator.

Every company experiences it, you have a position to fill in and the resumes keep coming in droves.

Why do clients have the requirement for a background check? What do I do with the information once I have it? Am I even legally allowed to ask for this information?

We have found countless examples of candidate supplied references which were discovered to be false.

In our previous post, we provided tips to identify the best fit during the interview process.

The basic question always remains the same – what can we do to protect ourselves?

The use of social networking sites for pre-employment screening is fast becoming a minefield of legal dilemmas. People have sued companies that refused…