The Dos and Don'ts of Conducting a Canadian Background Check

Employers consider Canadian background check a vital part of the process. The background check helps verify an individual's educational, work, and criminal records to ensure they qualify for the job. But it is much more complicated than you might think. Employers should be familiar with the following do's/don'ts to ensure their background checks are legal and comprehensive.

Dos:

Get the written consent of each

An employer must have written permission to conduct a Canadian background search. The consent must include clear information about the data that will be collected and how it will be used. Individuals must understand the purpose of the checks and have voluntarily consented.

Please use reliable information sources

Reliable sources are essential when doing a Canadian background investigation. Employers should contact past employers and verify education credentials. Criminal records can also be checked. It is essential to verify that all data is current and accurate.

Privacy laws

Canadian background check is conducted under the protection of privacy laws. The Personal Information Protection and Electronic Documents Act is one example of the privacy laws that must be followed when conducting a Canadian background check. It outlines the guidelines for collecting, using and disclosing personal data. This law requires employers to ensure that personal information is collected and used following the laws.

Be consistent

Canadian background checks must be performed consistently by all employers. Employers should ensure all candidates are subject to the same background check criteria. Consistency will help to make sure the process is impartial and fair. They must apply the same criteria consistently throughout time.

This document describes the process

Employers must document Canadian background checks. It is essential to keep a detailed record of the information collected. It should include the source and the result of the checks. Documentation is crucial to prove that the procedure was accurate and in accordance with privacy laws.

Don'ts:

Discriminate

Employers cannot discriminate against Canadian background checks. Employers cannot discriminate in conducting background checks for Canadian candidates.

Use consent to conduct checks

An employer can only do Canadian background checks if the employee has given their written permission. Employers not complying with this requirement can face legal and reputational consequences.

Use unreliable sources

Canadian background check should not be performed by employers from unreliable sources. Information obtained through social media, unverified sources and other means may be used. It is essential to verify that all data is reliable and accurate.

Keep information indefinitely

Canadian background information should only be retained by employers as long as necessary. After the intended use of information is completed, employers must destroy it or make changes following privacy laws.

Other purposes:

Employers cannot use Canadian background information to make employment decisions. This includes using the information for marketing or other non-employment-related purposes.

It is essential to conduct a Canadian background investigation before hiring. But it must be done right to avoid potential legal and reputational problems. Employers can be sure to conduct an accurate and legal background check of all potential candidates by adhering to the guidelines.