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Background Checks

Submitted by dpeltola on Thu, 2006-04-27 14:05.

I am interested in hearing from large firms in Canada about their Pre-employment screening practices, meaning criminal checks, reference checks, employment verifications and education verifications. I am seeking responses to the following questions.

-What checks does your organization conduct? (Employment Verifications(how many), References (how many), Criminal checks, Education verifications)?
-Are the checks the same for all levels of hiring?
-Turnaround time to complete the checks?
-Vendors used if any?
-What is the biggest challenge with Pre employment screening?
-How many forms does the candidate have to complete?
-Do you conduct international criminal checks and/or education, employment verifications, reference checks?
Appreciate your sharing and if you have questions about our practice I would be happy to share as well.

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Pre Employment Screening

Submitted by dpeltola on Wed, 2006-05-24 12:07. *

In responding to your questions (Agoldsmith) I cannot comment on the impact on turnover stats but I can provide some insight into how we manage some of the risk. Our offer letters indicate clearly that the offer is conditional upon the satisfactory completion of the pre employment screening and it also advises the candidate not to resign from any position held until cleared for employment. Our legal and Compliance team along with HR and Corporate Security are closely linked to ensure all forms completed for screening purposes capture all relevant information and opportunity for candidate to disclose. The forms also have a disclaimer covering things such as why we are collecting their information, how it will be used,etc. and the signature also confirms the information they provided is accurate.
Increasing screening may add time to the recruitment process and needs to be effectively communicated to Hiring Managers to manage expectations. Have a clear Contract and Service level agreement drawn up with the vendor of choice.

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Pre Employment Screening

Submitted by Agoldsmith on Mon, 2006-05-15 09:41. *

Home Depot - We currently conduct reference & education checks on all salaried hires, and conduct references on hourly hires in-house. We're in the process of moving to an outsourced solution and will include at minimum, references and criminal checks on all staff.
I'm interested to know if anyone has had any legal challenges and whether implementing background checks had any impact on your turnover stats. We're going to use a company called Backcheck out of Vancouver - they have detailed reporting and other products (i.e. exit interviewing) that we can tag on in future.

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Background Checks

Submitted by mdyer on Fri, 2006-05-05 11:29. *

Background checking is an integral part of our Recruitment Process and a very simple process using a third party vendor:

-We conduct Employment References (2 recent managerial/supervisor), Criminal checks, and Education verification
-These checks are the same for all levels and all employment status (Part-time/Full-time/Permanent/Term or Temp assignments). The only difference is third party contractors not on our payroll. In this case we only conduct a criminal check
-Turnaround time to complete the checks is typically 48 hours (Criminal) and 72 hours (reference and Education)
-The candidate provides consent for all 3 checks on one form.
-Our vendor also conducts international criminal checks and/or education, employment verifications, reference checks at our request and for an additional cost.

We have a highly detailed reference policy which specifies Pass and Fail criteria for all 3 checks and the appropriate steps to take for any grey and fail areas.

We have found the benefits of using a third party vendor to complete these checks far out-weighs the cost and they are always objective.

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KPMG

Submitted by ShaneCreamer on Fri, 2006-05-05 09:53. *

We also have the background screening process outsourced here at KPMG. Some additional info on our process:

- we do a criminal record search, verify all indicated member education/degrees/certifications, and complete a min of 3 detailed reference checks
- these checks are the same with most levels of hires. Added due diligence on Partner level hires
- turnaround time is 5-7 business days
- Inline is our service provider
- our biggest challenge is managing the vendor against the timeline for completing all checks. As we hire Internationally quite frequently, this is quite challenging
- candidates are requirted to complete 2 forms, 3 pages in total

Shane

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Background Checks

Submitted by jstockwell on Thu, 2006-05-04 13:20. *

We have just begun to use Kroll for external pre-employment checks and they have been extremely impressive thus far. The information is extremely detailed, timely and very reasonable from a price point perspective. I've used other vendors previously and not been as satisfied. I would recommend Kroll.

John

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