Hire Performance require a contract be signed?
should we conduct background checks?
do our own in-house reference checking. Why
would we need the service of Hire Performance?
background checks legal in Canada?
Employee Assessments Legal in Canada?
Hire Performance ever contact applicants during
we submit specific questions to be asked of
the previous employer or educational institution?
what point in the hiring process would we order
a background check?
Hire Performance confirm education or employment
outside of Canada?
I ask for and receive credit bureau analysis
on a prospective employee?
is the relevance of a credit bureau file in
the hiring process?
can I request driver's record information?
are a small company. Why would we go to this expense?
it legal for employers to order and obtain
criminal record search information?
I order a report on an existing employee?
Does Hire Performance require a contract be signed?
No! Hire Performance does not require a commitment to use our services.
Our quality of service and value of information will keep you using our
Why should we conduct background checks?
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 that is 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. The relatively minor cost of a Hire
Performance check is insignificant compared to the cost of correcting
a bad hire!
We do our own in-house reference checking. Why would we need the service of Hire Performance?
Third party searches have the potential to turn up information that may
have been missed and they can also expand on the information you have
already developed. Corroboration of your own investigative results is
also of significant value as it provides your HR department with security
in knowing that a candidate has been thoroughly investigated by your
own office as well as third party experts. Additionally, such due diligence
practices are valuable should your hire be under future review.
Are background checks legal in Canada?
Yes! Hire Performance complies fully with the Human Rights Codes of all
Provinces. Visit our Human Rights Links page for more detailed information.
As an employer, your obligation is to protect your corporation, customers,
and employees. Hire Performance’s background checks allow you under
the law to protect your business.
Are Employee Assessments Legal in Canada?
Yes! All employee assessment services provided by Hire Performance and
our partners are legally defensible. Our screening tools are not influenced
by race, religion or ethnicity. As long as all applicants to a similar
position are treated equally, assessments can become an integrated, timesaving
addition to your selection process.
Does Hire Performance ever contact applicants during background checks?
As a rule, Hire Performance prefers not to contact applicants in order
to maintain complete neutrality when evaluating an applicant. However,
upon the client’s request and authorization, Hire Performance may
contact the applicant to request additional information, such as confirming
a criminal record, acquiring additional references or telephone numbers.
Can we submit specific questions to be asked of the previous employer or educational institution?
Yes. Clients can request special questions to be asked of former employers
or educational institutions and these special questions should be presented
at the time of ordering a report. We will customize a solution to meet
At what point in the hiring process would we order a background check?
Many of our clients like to order reports in the final selection stage,
when interviews and/or testing have narrowed the number of candidates
to three or four. Clients are reminded however that ordering criminal
record searches and obtaining driver license numbers directly from the
employee require that a conditional offer of employment is made first.
Many of our clients order pre-employment reports on candidates they have
short listed and then have us do the criminal record and driver record
searches on their final chosen candidate afterwards.
Can Hire Performance confirm education or employment outside of Canada?
Yes, Hire Performance regularly confirms educational achievements and
employment confirmation outside of Canada. Note that response time and
success varies dependent on the geographical location involved.
Can I ask for and receive credit bureau analysis on a prospective employee?
Yes, Consumer Reporting Acts and PIPEDA indicate that credit bureau information
on a consumer may be obtained for employment purposes. The employer or
prospective employer must first advise the individual either verbally
or in writing of their intention to obtain credit bureau information
What is the relevance of a credit bureau file in the hiring process?
Credit bureau files allow employers to view the ability of a candidate
to handle their own affairs. This speaks to character issues of responsibility
and management capabilities. Finding that a candidate is under financial
strain and has collection agencies seeking payment and possible garnishment
may be helpful in the final selection process. A candidate with this
type of history may be more likely to 'hop' from one job to another to
avoid collection agencies and may be a higher risk for theft. Credit
bureau files also highlight employment history and may indicate another
employer that the applicant deliberately left off their resume or application;
something well worth investigating.
When can I request driver's record information?
Driver Record Searches may be ordered on existing employees as well as
potential employees wherein a conditional offer of employment has been
made and driving is an essential job duty.
We are a small company. Why would we go to this expense?
Small companies have the potential to be even more impacted by a bad
hire as the high costs of training, turnover, theft and the negative
impact on the existing staff can have a serious effect on the bottom
line. The costs of thoroughly investigating a candidate before hiring
are minimal in comparison.
Is it legal for employers to order and obtain criminal record search information?
Yes. A criminal record check may be ordered on an existing or prospective
employee when a consent form is signed. In the case of a prospective
employee, a criminal record search may be conducted ONLY when a conditional
offer of employment is made. Please note that an employer MAY NOT AT
ANY TIME ask an employee or prospective employee if they have a 'criminal
record'. An employer may pose the question in a manner which does not
invite information on pardoned offences. Here is an appropriate example: "Have
you ever been convicted of a crime for which you have not been pardoned?
Discrimination based on criminal record is not a Human Rights violation
in most provinces UNLESS the person has received an official pardon for
the crime in question. For detailed and specific Human Rights information,
please refer to the Human Rights Commission links page.
Can I order a report on an existing employee?
Yes, according to the Human Rights Commission, you may investigate a
current employee. If a consent form has not been signed previously, it
is not a violation of the Human Rights code to ask the employee to sign