HR Professional - December 2007/January 2008 - (Page 11)

“Montreal school ordered to rehire convicted killer” This headline was of a recent Canadian press / CTV story that if pasted into Google should bring you the whole article. It highlights however a staggering fact that still exists within more Canadian organizations than one would expect in this day and age – namely that many organizations still do not perform a thorough, consistent and auditable background check before hiring. A customer of ours once told me “It’s easier to get a divorce than dismiss a problem employee”. As a society, I believe we need to ask organizations that we patronize “Do you thoroughly screen every employee before hiring?” Does the hotel you stay in screen the people that have keys to your room? Does the company you give your credit card number to screen all who have access to your information? Many of our customers now make it very clear that they thoroughly screen their applicants for the safety and security of both their customers and staff. The above headline amazed me. All the more reason to really “Know who you’re hiring… before you hand them the keys to your business”. Dave Dinesen Founder, President and CEO, BackCheck TM A Complete BackCheck includes the following services. Of course, you never know which inquiry discipline will expose an area of concern. Criminal Record Checks Screens for candidates with a criminal record. Prevents the hiring of unsuitable individuals. Fully compliant with PIPEDA and Human Rights legislation. 10.7% of Canadians have a criminal record. Credit Bureau and Identity Verifications Screen for ID theft, unreliable or irresponsible behaviour patterns. Reveals financial pressures which may affect certain employment positions. Identification verification: Helps protect against candidates who use stolen identity. Reduced success of unscrupulous applicants who attempt to "beat the system" by providing a false name or date of birth during the criminal record check process. 22% of candidates have Identity inconsistencies or possibly unsuitable credit for certain positions. Reference Interviews Screens for candidates with poor work history. Unbiased references: We have never met the candidate. As a result you know that our reference checks will be free from bias and not influenced by the candidate’s personality or performance in an interview, nor do we have financial motives or quotas. Eliminate telephone tag: Thorough and professional references are completed every time. We never miss a call! Demonstrates reasonable due diligence in the event of negligent hiring allegations. 17% of candidates have a red flag in this area. Employment Verifications Confirms resume, and ensures legitimacy of previous employers. Includes: Verifying dates of employment, positions held, and reason for leaving. Industry averages indicate that as many as 30% of candidates make misleading statements on their résumé. Education & Credential Verifications Screens for misrepresented or bogus qualifications. Direct from the source: BackCheck will verify the highest level of education listed by the candidate directly with the educational institution. We leverage our relationships with educational institutions across Canada to obtain thorough and accurate information quickly. 10% of candidates have made exaggerated claims on their résumé. Canada’s Background Checking Service & Technology Leader Phone: 1-877-308-4663 Email: info@backcheck.ca 347977_BackCheck.indd 1 10/3/07 6:50:43 PM http://www.backcheck.net http://www.backcheck.net http://www.backcheck.net

Table of Contents Feed for the Digital Edition of HR Professional - December 2007/January 2008

HR Professional - December 2007/January 2008 Contents Editor's Letter Contributors Leadership Matters Website Did You Know By the Numbers Technology Study News: Ontario Regulatory Enforcement Compensation News: Postponing Retirement Legal Compensation On Message Public Image Ltd. Building Brand Equity Research Strategy HR 101 Interview with Marshall Goldsmith Off the Shelf The Last Word

HR Professional - December 2007/January 2008

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