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12.03.2016 : News
Reinforcing your hiring process
Over time, social, technological and economic forces have not only led to increased workforce mobility across the globe, but also to the advent of fake references, diploma mills and other misdeeds. There has been an increasing need for employers to screen a candidate’s background and a growing demand for new types of background check services.
In our previous post, we provided tips to identify the best fit during the interview process. Knowing that recruitment is one of the regular tasks of both franchisors and franchisees, we will now review available tools that will help them make sure they are hiring the right candidates and protecting their corporate image.
Knowing candidates’ past on-the-job behaviours
Surveys reveal that the cost of turnover represents 35% or more of the annual salary for most positions. As employers, we know how challenging it can be to match people to jobs as each one requires unique abilities, traits and skill sets.
It is no secret that past performance is one of the greatest indicators of future conduct. Employers rely on reference checks to obtain a perspective of candidates’ past “on-the-job” behaviours. These checks have been a standard in Canada for over 100 years and nowadays, most companies continue to systematically conduct at least two references prior to hiring. Reference checks are also useful to explore areas of concern that occurred during the interview or to ensure that there have not been any embellishments from the candidate.
An important point to bear in mind is that references should be obtained in an unbiased way and focus on facts. The final report should provide an overview of a candidate’s position, job performance, dominant characteristics, areas for improvement, leadership and communication abilities.
Cross verifying past employment information
Another common requirement from employers is to make sure that a candidate’s working experience as outlined on their CV has not been overstated. Compared to the reference check, the employment verification should be conducted with the company’s HR department to obtain accurate information from employee records.
The employment verification report should confirm specific information such as start and end dates, positions held, type of work performed, reason for leaving and the candidate’s eligibility for re-hire.
Verifying past education information
An internal survey conducted by Mintz Global Screening revealed that 8% of candidates have an education discrepancy that is, they provided education credentials they either did not complete or… flat out, never actually obtained! An education verification will quickly validate the authenticity of a candidate’s diploma as well as the legitimacy of the institution that issued it.
Knowing whether your prospect has a clean record
Statistics show that crime rate in Canada dropped from 2006 to 2011 and we all hope it will maintain this trend. The criminal record check is the most prevalent screening done in Canada and a prerequisite for a number of high-security employment areas. Mintz Global Screening’s internal survey showed that 9% of screened candidates actually had a criminal record.
Knowing your candidate’s financial accountability
For a job involving cash handling, asset management and dealing with other confidential financial information, an employer would want to hire a candidate who is both responsible and has a proven financial track record.
A credit check, which involves inquiring into an applicant’s financial background, is a business necessity when it comes to sensitive job positions. It provides detailed reports of credit ratings, loans and collections outstanding as well as a verification of the individual’s identity.
These services represent the most frequently sought-for solutions in a background check. In today’s marketplace, a full background report consists of two references, education and professional accreditation, 5-years employment verification and a criminal record check.
An important final point is third party objectivity. This means that for a screening process to be fully compliant, responsible and free of any ethical or human rights issues, it is a best practice to always use a third-party company to do your background check. This way the hiring manager will receive a report that is unbiased, obtained in good faith, focused on factual information and conducted in a manner equitable to all candidates.
Several other background check services exist and we shall look into them in our next post. Stay tuned!
28.01.2019 : News
An individual’s driving record can reveal a history of offences such as impaired driving, speeding or dangerous driving. It also includes details of the driver’s licence and its history for a defined period, current status, active suspensions and fines. For some recruiters, an in-depth check of a candidate’s driving record is particularly useful in assessing whether a candidate meets industry standards, corporate insurance requirements and can reliably drive a company… Lire la suite »
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 »