The term backchecking may seem more familiar in the context of hockey, but it also plays a critical role in the world of business. 

That’s because it’s an essential business procedure Human Resources managers and other hiring managers use to reduce risk while finding suitable candidates and onboarding new employees.

Talent acquisition teams often spend nearly a third of their workweeks filling in a single role, and a poor decision can lead to reduced productivity or, even worse, damage to your company’s reputation.

Get it done right the first time by learning more about your candidates’ work histories, legal records, and other background information through backchecking.

What Is It and What Can It Do?

When an employer performs a background check on a prospective employee, it will go through public and private records pertaining to the individual to verify the information presented in the job application or resume. Some examples of information it may find include:

• Criminal records: An employer can consult with the RCMP to verify an individual’s national criminal record or go to provincial courts for a local search.
• Work and education history: Backchecks can cover previous employers and work references to ensure the validity of previous experience. It may also check that you attended a high school or college you claim you did.
• Social media: Any information you have publicly visible on Twitter, Facebook, or other social media platforms will likely be viewable to potential employers.
• Job-specific checks: Employers may sometimes check other information pertaining to the job at hand. For instance, a credit check might verify reliability, or a driving record check might be necessary for jobs that call for constant driving.

Backchecks allow employers to hire suitable candidates and reduce risk, especially if the occupation relies on trustworthy staff like teaching and security.

How Long Does It Take to Complete One?

Backchecks can be complicated to obtain on your own, and the general background screening process can be time-consuming if you aren’t prepared. Most jobs take around a week to complete a check, while others, like federal jobs, may take up to a few months. This timeframe may extend even further if the check uncovers discrepancies.

Two considerations you must make that can impact the efficiency of your screening procedure are which government agencies to turn to and how you can conduct a back check without violating employee privacy rights.



Consulting with Government Agencies

Another issue is that there are multiple types of back checks. Criminal Record Checks can involve either:

• The Royal Canadian Mounted Police (RCMP), which provides a trustworthy but time-consuming screening procedure that involves analyzing a potential employee’s fingerprint.
• The Canadian Police Information Centre (CPIC) offers a much faster but less comprehensive solution that looks up an individual by name and date of birth. The process takes about a week, though delays are possible if multiple individuals share a name. The CIPC also offers a premium search with more search criteria at an additional cost.
• Your local police can be involved in a Vulnerable Sector Check, where companies can look up serious convictions like sexual offenses. High-risk industries, like those in contact with children or the elderly, rely on these checks constantly.

Complying with Privacy Rights

Many back checks require the business to collect a variety of sensitive personal data, including a prospective employee’s:

• Full name
• Date of birth
• Social insurance number
• Home address

Under the Personal Information Protection and Electronic Documents Act (PIPEDA) from the Parliament of Canada, you must obtain a consent form from the prospective employee before searching for this type of private information.

Employers must disclose to the candidate what private information they collect and why. However, data available publically, such as social media profiles, do not require prior consent.

Keep in mind that privacy regulations vary from province to province, so verify what rights prospective employees have in your specific region before performing back checks.

Making Checks Fair and Ethical

Back checks are occasionally controversial, as many detractors claim they are unfair and discriminatory. In Canada various entities play roles in regulating and monitoring employment practices, including background checks, to ensure compliance with human rights and privacy legislation.

The Fair Credit Reporting Act (FCRA) similarly impacts how businesses may conduct back checks. It targets consumer information and ensures reporting agencies handle the data fairly and ethically.

What’s the Best Way to Obtain a Pre-Employment Background Check in Canada?

With so many types of back checks to complete, sources of information to consult, and privacy regulations to consider, conducting pre-employment background checks is much easier through a third-party service provider that specializes in background screening.

Working with a partner saves you time and money and reduces the chance of making costly mistakes. You just have to look for a suitable vendor that:

• Matches the needs of your organization. Industries with unique hiring processes and requirements for prospective employees need screening solutions that can accommodate the customizations they demand.
• Ensures data security and privacy. In a business world that demands high standards of cybersecurity, screening solutions must have strict privacy and security features to handle the vast amounts of sensitive personal data they process every day.
• Supports international screening. Did you know that almost a quarter of Canadians are immigrants, and their employment rate often exceeds 60%? Any hiring manager today must screen international residents at some point, so choose a global screening provider.
• Fits into your budget. Pricing goes beyond just the amount you pay every month. Look for all-inclusive pricing with no additional hidden fees to cut down on nasty surprises, and make sure you’re getting the functionality you’re paying for to ensure efficient spending.

Companies hiring large volumes of employees per year or operating in high-risk industries like healthcare and municipalities must rely on outsourced screening solutions.

Don’t Make Hiring Decisions Without the Full Picture

Background screening is a complicated process, with many types of checks to use and many sources to consult. It only exacerbates how drawn-out the hiring process can be. Instead of speeding through backchecking and risking your business on a poor hire, get it right the first time with specialized solutions that provide background checks for companies.

Hire Performance, one of the largest employment consultant organizations in Canada, specializes in fast and reliable reference checks, criminal and credit checks, and other pre-employment testing services. Its proprietary eScreener software gives you all the information you need to make informed hiring decisions in a fraction of the time (same-day turnaround) compared to other screening tools.

We’ve developed this all-in-one solution in Canada, but our screening capabilities extend globally to support businesses with international workforces. 

Are you looking to screen candidates and simplify the hiring process? Start your free demo of eScreener today!