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05.03.2016 : News, Media coverage
Do you really know your candidates?
In our information-rich age, it is tempting to rely on simple Internet searches to perform some or all of the pre-employment screening process. With the proliferation of social media and the power of Google searches, obtaining information on job candidates would seem a simple matter. That abundance of information, however, can obscure as well as illuminate facts. The now-classic cartoon of a dog sitting in front of a computer screen saying “On the Internet, no one knows you’re a dog” pretty much sums up the challenges of pre-employment screening and background check.
Thanks to globalized markets, people are changing jobs much more frequently than ever before. Performing background checks on people is a multi-jurisdictional exercise across provinces, countries and continents. Simple internet searches would yield overwhelming amounts of information but much of its reliability is suspect. A simple search on “John Smith” would yield 5,490,000 information “hits” – how would you tell what belongs to your “John Smith”. Industry statistics indicate that 22 percent of resumes are falsified and seven percent of applicants have criminal records. Weeding out the dishonest and deceitful should not be left to chance or cursory Internet searching.
Keeping your business secure and successful begins with comprehensive background check for both your internal employees and external placements. Your company’s reputation in the recruitment industry depends on the quality and trustworthiness of each and every employee. Thoroughly screening applicants requires qualified professionals, efficient information networks and skills gained only through experience to maintain the effectiveness and integrity of the pre-employment and background check process.
Hiring the right employee that fit your customer staffing needs is crucial for your business’ success. Effective background check reports should provide information vital to making an informed business decision. That information consists of criminal record checks, credit information, education verification, professional accreditation, employment history, I.D. verification, international security, comprehensive references, immigration status, and exit interviews. Pre-employment screening services can often be tailored to suit your needs and your customer’s background check practices. A customized approach will provide you with accurate information to make an educated decision on the suitability of an individual to fill your internal or a customer’s staffing requirements.
To keep pace with our accelerated business environments, the background check process needs to be both thorough and timely. By using experienced researchers who know where to go for the right information and how to ask the right questions, screening will not unduly delay your ability to meet internal client deadlines for candidate recommendations. This approach will also allow you to standardize the internal verification process, simplify procedures within the organization and provide an independent report (in compliance and conformity of governance rules of the corporation) to make the right decision.
In today’s volatile business environment, you have enough to worry about without the additional concerns about the honesty and trustworthiness of the employees you place. Comprehensive pre-employment screening services will help keep your employees, your customers and your business secure as you assist your clients in building a quality workforce, preserving their corporate reputation and maintaining a safe and productive work environment.
Daniel Fallows, Executive Director of Mintz Global Screening.
He can be reached at 1.877.359.8130 ext 3770, or email@example.com
Source: Mintz Global Screening
By Daniel Fallows
28.01.2019 : News
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06.01.2019 : News
Job applicants are becoming more subtle in how they falsify their resumes It may seem paradoxical that as companies become more efficient in performing effective background screening on applicants, the process is becoming more costly. The reason is simple: job applicants are becoming more subtle in how they falsify their resumes. They exaggerate and inflate rather than outright lie. Instead of deliberately lying on their resume by making up non-existent… Lire la suite »
04.09.2018 : News
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 »