Employers in Canada should conduct a pre-employment background check before finalizing any potential candidates. This is to ensure candidates are legally sanctioned to work in Canada and only hire someone who is qualified and does not pose a risk to the organization.

What is background screening?

A background screening verifies a potential employee’s personal information, financial information, employment history, and criminal records. It can also include social media and driving records if necessary.

Why is it important to conduct a pre-employment background screening?

Without background checks, employers have only the information supplied by the applicant to form the basis of their hiring decision. Background screenings allow employers to get a more complete picture of a candidate, which may help them:

  • Hire the most qualified people and improve productivity
  • Prevent instances of theft and other criminal behaviour
  • Avoid workplace harassment and safety issues
  • Preserve company reputation and brand image

Benefits of background screening

Hiring employees is a significant investment and it is vital to ensure employers are safeguarded from any risks.

The following are some benefits of performing an employment background check in Canada:

  • Ensures security: Employees who may have violent behaviour are vetted through this process removing the threat of any future conflict in the workplace.
  • Better hiring quality: Candidates with discrepancies in their applications can create unhealthy work environment.
  • Protection against occupational fraud: Employers can guard themselves against employee dishonesty that can affect company reputation and employee morale.

Things to know when performing a background screening

For an employer to perform a background screening, they require authorization from the candidate, especially when wanting to verify medical or criminal records. Public information like social media profiles can be checked without any alert to the candidate as it is public information.

In Canada, employers can:

  • Verify an employee’s identity and address through government-issued documents.
  • Check for educational qualifications by examining their post-secondary records through the school registrar’s office.
  • Confirm an employee’s employment history by contacting previous workplaces’ HR or payroll departments.
  • Issue a provincial and national criminal record check.
  • Screen any references provided by the candidate to ensure they are legitimate.
  • Check for credit history to see if the employee has any poor payment history.
  • Conduct a driving record check to see if the candidate has any offences registered.

Frequently asked questions

Are background checks legal in Canada?
Employers must have the employee’s consent to perform background checks. It is the employer’s responsibility to protect any information given to them by the applicant.

What language do you use for background checks in Canada?
Background checks in Canada are primarily done in English and French.

Do different industries in Canada require different background checks?
Yes different types of background checks are allowed for different industries. Employers should only conduct background checks that are necessary to the role. For example, driver’s licence checks should only be done if the role requires driving.

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This article is intended to be used as a starting point in analyzing background screenings and is not a comprehensive resource of requirements. It offers practical information concerning the subject matter and is provided with the understanding that ADP is not rendering legal or tax advice or other professional services.