Background screening refers to the process of researching and gathering information about an individual's history, often to make informed decisions about their suitability for employment, tenancy, financial transactions, or other situations where trust and reliability are essential. Background screening aims to verify and assess an individual's qualifications, character, and past behaviour, helping organizations and individuals make more informed and risk-conscious decisions.

Employers have a duty to check the backgrounds of prospective employees for the sake of shareholders, fellow employees, and customers. A thorough background check can save an organization an enormous amount of grief and expense down the road. Hire Performance’s services accelerate the recruiting process and dramatically improve the quality of background information necessary to make well-informed hiring decisions. These benefits will significantly reduce expenses associated with turnover and re-training - not to mention the damage that a 'bad hire' can inflict on the company and its customers.

Typically, background screening involves checking various aspects of an individual's background, which may include one or more of the following service types:

• Criminal Record Check: Checking for any local, national, or international criminal records or convictions.
• Credit Check: Assessing an individual's financial responsibility and creditworthiness by reviewing their credit history on their credit report.
• Driver’s Abstract: Reviewing a summary of a person's driving record, providing information about their driving history, license status, violations, and other relevant details.
• Employment Verification: Verifying the accuracy of an individual's work experience, including past employers, job titles, and employment dates.
• Education Verification: Confirming an individual's educational background, including degrees and diplomas.
• Credential Verification: Verifying any professional licenses or certifications claimed by the individual.
• National Security Search: Examining an individual's background for any potential national security concerns, including checks against government databases and security watchlists.
• Reference Checks: Contacting previous employers, colleagues, or personal references to gather insights into an individual's character and work habits.
• Exit Interviews: Gathering feedback from departing employees on their experiences, reasons for leaving, and suggestions for organizational improvement.

The turnaround time depends on the service being requested. For example, at Hire Performance, Canadian Criminal Record Checks, Credit Checks, Ontario Driver’s Abstracts, and many Education Verification requests are returned within one to two business hours. Other services, such as References and Employment Verification requests, can take longer, but we complete our due diligence by reaching out daily and keeping you updated on the status of each service.

Yes, background checks are legal, but they must be conducted in compliance with relevant laws and regulations governing privacy and employment practices. In many countries, including Canada, the United States, and others, specific laws dictate how background checks can be performed, what information can be obtained, and how many years of history can be reviewed. Employers and background screening companies need to adhere to these laws, such as the Personal Information Protection and Electronic Documents Act (PIPEDA) in Canada or the Fair Credit Reporting Act (FCRA) in the U.S., to protect individuals' rights and privacy during the screening process. You can read more about this here.