We outline what employers can legally look for during background checks
Human resource leaders around the world have long conducted background checks on job applicants before making the final offer – but what can Canadian employers legally look for during a background check?
Pre-employment screening, more popularly known as a background check, is the process of investigating the background of an individual applying for a job position, confirming basic information such as education, employment history, previous experiences and achievements, and criminal records.
While a company can deny a job offer for an applicant with an unsatisfactory background check – for instance finding out that an applicant lied about their employment experience – they cannot discriminate an applicant based of their background and experiences such as race, ethnicity, religion, sex, age, sexual orientation, disability, education, pardoned criminal offences, or suspended criminal offences.
The main reason for conducting a background check on a job applicant is to verify that they are exactly who they say they are and are not hiding anything.
Background checks can also be used to determine whether an applicant displays qualities that the company is looking for. For example, an applicant who won an award for public speaking shows that they have excellent communication skills.
In addition, checking the background...
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