Understanding Pre-Employment Background Checks in Canada

When hiring in Canada, one of the most critical steps is the pre-employment background check, also known as an employee background check. This process serves as a thorough evaluation of an employee's history, ensuring that they are who they claim to be and that their background aligns with the company's values and operational requirements.

How Does a Canadian Background Check Work?

Employee background checks are a standard practice among many Canadian employers, acting as a safeguard for both the company and the employee. The process typically involves gathering and verifying information about the applicant's:

Criminal record Employment history Education history Other relevant activities (such as professional certifications or driving records)

Background checks are conducted at various stages of the hiring process and can provide valuable insights into an individual's history, helping employers make informed decisions.

Why Would I Want to Do a Pre-Employment Screening?

Pre-employment screening is crucial for several reasons:

Legal Compliance: Many positions in Canada require background checks for safety and legal reasons. For example, employees working with children, the elderly, or the disabled may need a Vulnerable Sector Check. Preventing Fraud: Certain roles, like accounting or banking positions, may require credit record checks to ensure that the employee has not been involved in any fraudulent activities. Risk Management: Background checks help reduce the risk of hiring individuals with criminal records that may be relevant to the job. Employee Protections: Ensuring that the employee is who they claim to be and that their background is accurate can protect the company and the employee from potential legal issues and reputational damages.

It is essential to understand that the decision to conduct a pre-employment screening should be based on the specific requirements of the position and should not be discriminatory.

Types of Employee Background Checks to Conduct

Given the diverse nature of jobs and the various roles that employees may hold, different types of background checks may be necessary. Here are the common types of pre-employment screening tests that should be considered:

Criminal Record Checks (CRC)

Criminal Record Checks (CRC) are often required for positions that involve working with vulnerable groups, such as children, the elderly, or disabled individuals. These checks bring up summary and criminal convictions and can be requested by employers who have a valid reason for conducting the check, such as ensuring the safety of their workforce.

Note: Employers must obtain express written consent from employees before conducting a CRC. Discrimination against applicants based on their criminal record is illegal unless the criminal record directly impacts the applicant's ability to perform the job in question.

Vulnerable Sector Checks (VSC)

Vulnerable Sector Checks (VSC) are the most detailed and comprehensive check available. This type of check includes all the information covered in a CRC and a Police Information Check (PIC) and also checks for any sexual offense convictions. VSCs are required by law for certain sectors, such as elder or child care, where employees are working with vulnerable groups.

Police Information Checks (PIC)

Police Information Checks (PIC) bring up information on both convicted and discharged charges as well as outstanding charges. This check is generally used for roles that do not require a CRC but still need to verify an applicant's background.

Credit Record Checks

Credit record checks are optional and are typically required for roles that involve financial transactions, such as accounting or banking positions. Employers can choose to refuse an applicant based on credit history, but they must inform the applicant in writing before conducting the check. Additionally, the applicant's age must be known to conduct this check, so it cannot be performed until a conditional offer of employment has been made.

It is important for employers to ensure that they are not being discriminatory when conducting background checks. They should not single out any particular applicant or group of candidates for a specific type of check. Any such action would be considered illegal.