HPI News & Insights

An employer interviewing a candidate
By Maria McParland 14 Mar, 2024
Fair chance hiring aims to create a more level playing field for those with a past criminal record. Promoting this campaign relies on giving employers the right knowledge and best practices to help break down unfair barriers to employment. HRPA is working to equip employers with the right information and procedures to expand fair chance hiring throughout Canada.
Human Resources checking on their phone about hiring a new employee
By Tim Hardie 08 Feb, 2024
Conducting a criminal record check is often carried out when a new employee is brought onto the team. However, reverifying these checks throughout an individual's employment is often necessary to keep your workforce safe, stay compliant, and maintain accurate employee records. Read on to learn more about how the Hire Performance’s app makes these checks easy to maintain and update.
Corporate Social Responsibility
By Tim Hardie 29 Jan, 2024
Hire Performance Inc. is dedicated to corporate social responsibility, and we’re dedicated to supporting causes that help make a positive impact on the world. Read on to find out how Hire Performance Inc. can help your business today!
Graduate holding a diploma
By Tim Hardie 15 Nov, 2023
Education verification is a crucial part of the candidate screening process. Skipping it can result in hiring applicants who are untrustworthy and unqualified, risking other employees, customers, lawsuits, and other catastrophes. Read on to find out how to identify diploma mills!
By Tim Hardie 25 Oct, 2023
Social media serves as a powerful reflection of your personal and professional identity. Employers are increasingly turning to social media screenings to gain deeper insights into job candidates before making hiring decisions. Learn how social media can impact your job opportunities.
By Tim Hardie 20 Sep, 2023
In today's digital era, social media has become a significant part of our daily lives for both personal and professional reasons. This digital footprint has also become a valuable resource for employers during the hiring process. Learn why social media checks are important for employment.
Two women in an exit interview
By Tim Hardie 15 Aug, 2023
Exit interviews are a critical part of the employee lifecycle, providing employers with valuable insights into their organization's strengths, weaknesses, and opportunities for improvement. These conversations with departing employees can uncover important information that can be beneficial for both the exiting employee and the company. In this article, we'll cover what an exit interview is, the benefits of conducting an exit interview, the top questions to ask in an exit interview, and pro tips for getting the most out of your next exit interview. What is an Exit Interview? An exit interview is a series of questions that are posed to employees who are in the process of leaving a company. While an exit interview can be conducted via an online survey, these interviews are most often managed and conducted in person by an HR staff member with expertise in off-boarding processes. Exit interviews typically take place during an employee's last few days of work and last anywhere from 30 minutes to an hour with around 5 to 10 questions. The specific questions asked during an exit interview will vary by company, industry, employee position, and employee circumstance. However, almost all exit interviews include a similar set of questions. Exit interviews offer departing employees the chance to share their experiences, perspectives, and suggestions openly. For employers, this feedback can lead to meaningful improvements in various areas, such as company policies, communication, work environment, and management practices. By addressing concerns and making positive changes, organizations can foster a culture of continuous improvement. The Benefits of Conducting Exit Interviews An exit interview not only allows employers to end employee relationships in an amicable and organized fashion, but it offers several key benefits that organizations can immediately realize. The benefits of exit interviews include: Addressing Organizational Strengths and Weaknesses: Exit interviews provide an opportunity to gain a deeper understanding of the company's strengths and weaknesses. Departing employees often offer candid feedback about what worked well and what could be improved, allowing the organization to identify areas for improvement. Improving Employee Retention: Understanding why employees are leaving can help address issues that might be contributing to turnover. Exit interviews may even reveal recurring patterns and trends that highlight systemic issues that impact retention, engagement, and satisfaction. By acting on this feedback, organizations can implement changes to improve in these areas. Enhancing Company Culture: Exit interviews offer insights into how employees perceive the company's culture and values. By addressing any discrepancies between the desired culture and the actual experience, organizations can work towards cultivating a positive and inclusive work environment. Staying Competitive with Improved Recruitment & Training: Exit interviews provide an opportunity to speak directly with employees to reveal how competitors are attracting employees. Companies can adjust hiring and training strategies to ensure that employees’ expectations align with day-to-day job duties and required skills. Improving Management Practices: Exit interviews can shed light on the quality of relationships between employees and their supervisors. If consistent feedback points to issues with management practices, the organization can offer training or support to improve leadership skills. Building Goodwill: Conducting exit interviews demonstrates that the organization values employees' opinions and experiences, even as they leave. This can leave a positive impression on departing employees and even encourage them to speak well of the company in the future. Lowering the Risk of Future Litigation: In some cases, exit interviews can help organizations identify potential legal or compliance issues, including clarifying the reason for termination to avoid wrongful termination claims. If employees reveal instances of harassment, discrimination, or other problematic behaviour, the organization can take appropriate action to lower the risk for future litigation. Conducting exit interviews is a strategic practice that offers a wealth of benefits to organizations. By gaining insights into employee experiences, organizations can make informed decisions, improve workplace conditions, and foster a culture of continuous improvement that ultimately contributes to long-term success. Top 15 Questions to Ask in an Exit Interview Although most exit interviews should not exceed 10 questions, there is a wide range of questions to choose from that can be asked during an exit interview. As the interview progresses, the interviewer will need to use their discretion on which topics to discuss further. For example, employees may leave due to family needs, retirement, and other life events. As a result, depending on the employee’s situation, exit interview questions need to reflect the nature of the departure accordingly. While there is no rule for which questions are best, we’ve compiled a list of some of the best questions that you can ask during your next exit interview to ensure that you are getting comprehensive and in-depth feedback. These questions include: What prompted your decision to leave the company? What were the most important factors to you in choosing another job? Was it salary, benefits, time off, company culture, or anything else? On a scale of 1 to 10, how satisfied were you with your job during your time here? What aspects contributed to this rating? Did you feel that you had a healthy work-life balance while working here? If not, what could have been improved? Were you provided with sufficient career development opportunities during your tenure? How could these have been enhanced? How would you describe your relationship with your immediate supervisor? Were your expectations for guidance and support met? What were the best and worst aspects of your job? Did you feel adequately prepared for the required duties and skills of this job from training? How has your job changed since you were hired? Did you feel valued and recognized during your time at this company? What factors could have led you to stay with the company? What suggestions do you have for how the company can improve? Would you recommend this company to a friend? Why or why not? Did you share any of your concerns with the company before deciding to leave? Is there anything else you would like to share? These questions are key to building goodwill, revealing hidden issues, and lowering the risk for future litigation in cases where employees have left the company for non-personal reasons. Pro Tips for How to Conduct Effective Exit Interviews It’s important to remember that an exiting employee is still a valuable employee to your organization. That’s why it’s critical to make the most of the exit interview to ensure that it is beneficial to both parties. Here are 6 pro tips for conducting meaningful exit interviews: Create a Safe Space: Use neutral and non-judgemental language to encourage honest feedback and make the employee feel comfortable. Remind employees that they will not face repercussions and that their responses will be kept confidential. Never accuse or blame the employee for workplace issues. Use Open-Ended Questions: Encourage detailed responses by asking open-ended questions that go beyond simple “yes” and “no” answers. When warranted, ask employees to expand and narrow the focus on key topics. Cater Questions: Questions should be catered to the role that the employee is leaving. For example, interns, managers and leaders, specialists and technicians, and nonprofits should have different sets of job-related questions. Employ Active Listening: Pay close attention to the employee's responses, asking follow-up questions to delve deeper into their insights. Focus on their experience at the company. Identify Patterns: Identify recurring themes across exit interviews to address systemic issues. Implement Change: Use the feedback received to make positive changes within the organization. Share improvements with the team to show that feedback is valued. Regardless of the employee’s reason for leaving, these pro tips will help you conduct an exit interview that will result in a positive impact on the employee and the company. Get Exit Interview Services Today Hire Performance’s exit interview service always asks the right questions and addresses essential topics to gather meaningful feedback for your company. Our exit interviews prioritize your company’s needs with custom interview questions to highlight what is most important to you. Contact us today to learn more!
Customer handing their credit card to a merchant
By Tim Hardie 20 Jul, 2023
In the evolving landscape of hiring practices, employers are utilizing a range of tools to assess candidates beyond their resumes. The credit check has become an increasingly prominent tool that businesses are using to make well-informed hiring decisions. In this article, we will discuss what a credit check is, the information available on a credit check report, the benefits of running a check on a candidate, and how an employer can get a credit check. What is a Credit Check? A credit check , also known as a credit report or credit history check, involves obtaining an individual's credit report from a credit bureau or credit report service provider. This report details a person's creditworthiness, financial history, and how they have managed their debts and financial obligations. It is primarily used by lenders to determine the risk associated with lending money, but in recent years, employers have started using it as a tool to evaluate job applicants. What Information is Available on a Credit Check for Employers? A credit report compiles relevant financial data that paints a comprehensive picture of a candidate’s financial responsibility. A credit report includes: Credit Score: The credit score is a numerical representation of an individual's creditworthiness. It's based on factors like payment history, outstanding debts, length of credit history, types of credit used, and new credit inquiries. Credit and Payment History: A credit report includes information about an individual's credit accounts, such as credit cards, mortgages, loans, and debts in default. Outstanding Debts: Outstanding debts, including credit card balances and loans, can provide insight into an applicant's financial stress. Bankruptcies and Collections: Instances of bankruptcy and accounts in collections are also included in the credit report, typically over the past 7 to 10 years. The information available on a credit check report provides employers with an overview of a candidate’s financial history that can be used to determine risk and likelihood for success. Benefits of Running a Credit Check as an Employer A credit check can be a useful tool when assessing a candidate for a position that involves handling or accessing business assets, client assets, and other sensitive financial information such as budgets. Certain industries that often necessitate these checks include law, finance and accounting, government, healthcare, and cybersecurity. The benefits of running a credit check include: Reduced Risk of Fraud and Theft: Certain roles within an organization may require access to company finances, assets, or sensitive information. Conducting a credit check can help identify potential red flags, such as a history of financial troubles or a high debt load, which could suggest a higher risk of fraudulent activities or theft. This can aid in safeguarding the company's assets and data, resulting in better security. Financial Responsibility Assessment: A credit check provides valuable insight into an individual's financial behaviour and habits. By reviewing an applicant's credit history, employers can gauge their ability to manage personal finances, make consistent and timely payments, and handle debt responsibly. This information can be particularly relevant for positions that involve financial responsibilities or access to sensitive company information. Minimize Employee Turnover: For roles that require strong organizational skills, a credit check report can assess key factors for success and highlight candidates who are financially responsible and accountable to their obligations. Information on late payments and outstanding debts may be important considerations for determining whether a candidate is likely to meet their employment obligations and deadlines. Trustworthiness and Reliability: An applicant's credit history can provide insights into their overall reliability and trustworthiness. Responsible financial behaviour is often indicative of a disciplined and dependable individual. This is especially crucial for positions that involve handling confidential information, client interactions, or project deadlines. Mitigating Reputation Risks: Employees, particularly those in customer-facing roles, can significantly impact a company's reputation. Credit checks can help identify potential issues that might not be apparent through standard background checks, ensuring that the individuals representing your organization uphold a company’s desired image and values. Regulatory Compliance: Certain industries, such as finance or healthcare, are subject to strict regulatory requirements. Conducting credit checks can help organizations meet these compliance standards, demonstrating due diligence in their hiring practices and reducing potential legal risks. Personal Financial Stress Impact: An applicant's financial situation can affect their job performance and overall well-being. High levels of financial stress could potentially distract employees from their responsibilities and impact their focus and productivity. Identifying these concerns through credit checks can allow for necessary support or accommodations. Incorporating credit checks into your employee screening process can provide valuable insights into an applicant's financial responsibility, reliability, and suitability for the role. By making informed decisions, businesses can mitigate risks, gain peace of mind with a trustworthy workforce, and enhance their overall success. How to Get a Credit Check Report There are several steps to obtaining a credit check on a potential employee. These include: Obtain Consent: Before conducting a credit check, employers must obtain written consent from the candidate. Inform them of the purpose and scope of the credit check and ensure compliance with legal requirements. Collect Candidate Information: Personal identifying information, including the candidate’s name, mailing address, and date of birth are all required to complete a credit check. Choose a Credit Reporting Agency: Select a reputable credit report provider or credit bureau to obtain the credit report. Keep in mind that credit reporting agencies typically produce faster results from multiple credit bureaus with additional insights compared to a single credit bureau. Submit Information: Provide the candidate's personal details and any required documentation to the chosen credit reporting agency or credit bureau. Review the Report: Once the report is generated, review the information provided. Focus on the credit score, credit history, outstanding debts, and any negative items. Interpret Fairly: When interpreting the credit report, it’s always important to consider the relevant context. Keep in mind that credit histories can be impacted by various factors, including medical emergencies or unforeseen circumstances which can be discussed with candidates to ensure a fair chance is given. Maintain Confidentiality: Treat the obtained credit report as confidential information. Ensure that the credit report is securely stored and shared only with relevant personnel involved in the hiring process. Getting a comprehensive credit check report is a relatively simple process when using a credit service provider compared to a credit bureau. Get a Thorough Credit Check on Your Candidates Today Hire responsible, organized, and trustworthy employees for job positions that involve handling money with Hire Performance’s comprehensive credit report . Our credit check helps you protect your business assets while reducing employee turnover and ensuring due diligence. Contact us today!
Man with his hands on a steering wheel of a car
By Tim Hardie 29 May, 2023
It’s crucial for employers to have a strong understanding of who they’re hiring. You need to be well aware of any yellow or red flags to inform your hiring decisions and have confidence in new employees. Background screening new hires is one of your best tools for acquiring the information necessary to determine whether the candidate is a good fit or a liability. Some companies need to run a criminal background check, and others may need a credit check. And some companies or specific roles that call for the candidate to drive a vehicle on the clock, it’s wise to run a driver abstract. Keep reading to learn more about a driver abstract and how it’s necessary for any business considering hiring a candidate for a driving role. What are Drivers Abstracts? A driver’s abstract is a specific type of driver’s history that provides basic information and a high-level overview of any restrictions, demerits, or anything else you may want to know before making your hiring decision. You’ll also verify the candidate’s name, date of birth, and address by requesting an abstract. These specialized reports also allow you to verify the licence classification of a potential candidate to ensure they have the qualifications the specific role requires, such as driving a commercial truck. Let’s dive deeper into what’s available on an abstract and the various types of abstracts you may need to request. Types of Driving Abstracts in Canada There are two broad categories of abstracts, which are then further divided based on specific needs. However, the two overarching categories are: Certified: Some legal processes may require a certified abstract. A certified abstract contains the same information as uncertified variations but will include an embossed seal from the Ministry of Transportation to verify its authenticity. Due to the different processes, certified abstracts can take longer to receive. Uncertified: An uncertified abstract is faster and provides all the information you’ll need to make an informed decision about the candidate. You’ll still have accurate information, but without the certified seal that may be necessary for your insurance company or applicable regulations. There are several specific driver reports available. Review insurance and legal requirements to understand better which of the following reports you need: 3-year uncertified driver’s record 3-year certified driver’s record 5-year uncertified driver’s record 5-year certified driver’s record Extended driver’s record search Complete driver’s record Driver’s licence history Driver’s licence check Driver confirmation letter Specific industries and job roles may also require a Commercial Vehicle Operator’s Registration Abstract (CVOR). CVOR Driver’s Abstract: This type of CVOR abstract provides a 5-year record of all safety offences, collisions, and the current driver’s licence status. CVOR Abstract (Level I and II): Both of these CVOR abstracts focus on the career rather than a driver. The Level I abstract summarizes the past two years, while the Level II abstract provides a five-year summary. You will not likely need these for new hires, but they’re worth being aware of. You can see how it can become confusing to understand which way to go when you’re hiring a new driver. Most businesses will need a 3-year certified or uncertified record, while others may need a 5-year report with or without certification. Review all regulations, requirements from your insurance company, and any other factors that dictate which type of abstract or level of information you’ll need. What Information is On a Driver’s Abstract? A driver's abstract contains different information about the candidate depending on the specific type we discussed above. Generally speaking, you’ll receive the following information in an abstract: Basic information Address Driver’s licence number Licence expiry date Licence status Classification Demerit points Driving restrictions Traffic violations Driving convictions Date licensed You’ve now verified the candidate’s basic information, like name and address, and gained deeper insights into their driving history. From there, you can make an informed decision by considering every piece of information. When Should You Request a Driver Abstract? Deciding when to request a driver involves evaluating your business’ needs, requirements for specific roles, requirements from your insurance company, and any possible regulations facing your industry. For example, some businesses, such as those in the delivery or distribution industry, run a driver's abstract for every employee except support staff. In the automotive industry, car dealerships often run driver’s abstracts on most employees as test drives and lot reorganization are often a daily responsibility. Others may only run them for specific roles that involve driving. Ultimately, you need to carefully consider the needs of your business and related responsibilities to decide when to request any type of driver abstract. But, as a good general rule: if the employee is going to be driving on the clock or accessing company vehicles, it’s worth requesting a driving abstract. A Safe Driver is an Asset to Your Company Running a driver abstract helps you determine if a candidate will keep your company safe or invite a higher risk of causing a collision, accident, or other safety incidents. While it’s worth remembering a perfect driving record doesn’t mean they’ll never have an incident, it does mean they have a demonstrated history of safe driving. It’s well worth the time and cost to have peace of mind for anyone that will be behind the wheel on company time. A problem-free abstract is an excellent sign that the new hire will avoid an incident that may be costly, slow down operations, or hike insurance rates. Does a Driver's Abstract Replace Other Background Checks? Running a driver’s abstract gives you information specific to the candidate’s driving history, along with verifying basic information. However, it may not be the only type of background screening you need to run. For example, you won’t know about any criminal violations unless related to driving. You won’t verify education or references. You also won’t know anything about creditworthiness. Driver’s abstracts are a specialized type of background check and may not be the only screening process you must request based on your needs and applicable regulations. Team Up With Hire Performance for Quick and Accurate Driver Abstracts  A driver’s abstract provides the candidate’s driving record while verifying other essential information, like name and date of birth. So you’ll know the new hire is who they say they are and is less likely to be a liability on the road. Hire Performance’s on-demand eScreener tool gives you readily available access to run drivers abstract and other background checks whenever needed. Our transparent, accurate, and industry-recognized process reduces the time waiting for information and lets you make hiring decisions faster. Ready to discover how eScreener can ensure you only hire the best? Check out eScreener today to get started with our fast and straightforward process.
Woman HR Smiling
By Tim Hardie 08 Apr, 2023
The term backchecking may seem more familiar in the context of hockey, but it also plays a critical role in the world of business. That’s because it’s an essential business procedure Human Resources managers and other hiring managers use to reduce risk while finding suitable candidates and onboarding new employees. Talent acquisition teams often spend nearly a third of their workweeks filling in a single role, and a poor decision can lead to reduced productivity or, even worse, damage to your company’s reputation. Get it done right the first time by learning more about your candidates’ work histories, legal records, and other background information through backchecking. What Is It and What Can It Do? When an employer performs a background check on a prospective employee, it will go through public and private records pertaining to the individual to verify the information presented in the job application or resume. Some examples of information it may find include: Criminal records: An employer can consult with the RCMP to verify an individual’s national criminal record or go to provincial courts for a local search. Work and education history: Backchecks can cover previous employers and work references to ensure the validity of previous experience. It may also check that you attended a high school or college you claim you did. Social media: Any information you have publicly visible on Twitter, Facebook, or other social media platforms will likely be viewable to potential employers. Job-specific checks: Employers may sometimes check other information pertaining to the job at hand. For instance, a credit check might verify reliability, or a driving record check might be necessary for jobs that call for constant driving. Backchecks allow employers to hire suitable candidates and reduce risk, especially if the occupation relies on trustworthy staff like teaching and security. How Long Does It Take to Complete One? Backchecks can be complicated to obtain on your own, and the general background screening process can be time-consuming if you aren’t prepared. Most jobs take around a week to complete a check, while others, like federal jobs, may take up to a few months. This timeframe may extend even further if the check uncovers discrepancies. Two considerations you must make that can impact the efficiency of your screening procedure are which government agencies to turn to and how you can conduct a back check without violating employee privacy rights.  Consulting with Government Agencies Another issue is that there are multiple types of back checks. Criminal Record Checks can involve either: The Royal Canadian Mounted Police (RCMP), which provides a trustworthy but time-consuming screening procedure that involves analyzing a potential employee’s fingerprint. The Canadian Police Information Centre (CPIC) offers a much faster but less comprehensive solution that looks up an individual by name and date of birth. The process takes about a week, though delays are possible if multiple individuals share a name. The CIPC also offers a premium search with more search criteria at an additional cost. Your local police can be involved in a Vulnerable Sector Check, where companies can look up serious convictions like sexual offenses. High-risk industries, like those in contact with children or the elderly, rely on these checks constantly. Complying with Privacy Rights Many back checks require the business to collect a variety of sensitive personal data, including a prospective employee’s: Full name Date of birth Social insurance number Home address Under the Personal Information Protection and Electronic Documents Act (PIPEDA) from the Parliament of Canada, you must obtain a consent form from the prospective employee before searching for this type of private information. Employers must disclose to the candidate what private information they collect and why. However, data available publically, such as social media profiles, do not require prior consent. Keep in mind that privacy regulations vary from province to province, so verify what rights prospective employees have in your specific region before performing back checks. Making Checks Fair and Ethical Back checks are occasionally controversial, as many detractors claim they are unfair and discriminatory. In Canada various entities play roles in regulating and monitoring employment practices, including background checks, to ensure compliance with human rights and privacy legislation. The Fair Credit Reporting Act (FCRA) similarly impacts how businesses may conduct back checks. It targets consumer information and ensures reporting agencies handle the data fairly and ethically. What’s the Best Way to Obtain a Pre-Employment Background Check in Canada? With so many types of back checks to complete, sources of information to consult, and privacy regulations to consider, conducting pre-employment background checks is much easier through a third-party service provider that specializes in background screening. Working with a partner saves you time and money and reduces the chance of making costly mistakes. You just have to look for a suitable vendor that: Matches the needs of your organization. Industries with unique hiring processes and requirements for prospective employees need screening solutions that can accommodate the customizations they demand. Ensures data security and privacy. In a business world that demands high standards of cybersecurity, screening solutions must have strict privacy and security features to handle the vast amounts of sensitive personal data they process every day. Supports international screening. Did you know that almost a quarter of Canadians are immigrants, and their employment rate often exceeds 60% ? Any hiring manager today must screen international residents at some point, so choose a global screening provider. Fits into your budget. Pricing goes beyond just the amount you pay every month. Look for all-inclusive pricing with no additional hidden fees to cut down on nasty surprises, and make sure you’re getting the functionality you’re paying for to ensure efficient spending. Companies hiring large volumes of employees per year or operating in high-risk industries like healthcare and municipalities must rely on outsourced screening solutions. Don’t Make Hiring Decisions Without the Full Picture Background screening is a complicated process, with many types of checks to use and many sources to consult. It only exacerbates how drawn-out the hiring process can be. Instead of speeding through backchecking and risking your business on a poor hire, get it right the first time with specialized solutions that provide background checks for companies. Hire Performance, one of the largest employment consultant organizations in Canada, specializes in fast and reliable reference checks, criminal and credit checks, and other pre-employment testing services. Its proprietary eScreener software gives you all the information you need to make informed hiring decisions in a fraction of the time (same-day turnaround) compared to other screening tools. We’ve developed this all-in-one solution in Canada, but our screening capabilities extend globally to support businesses with international workforces. Are you looking to screen candidates and simplify the hiring process? Start your free demo of eScreener today!
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An employer interviewing a candidate
By Maria McParland 14 Mar, 2024
Fair chance hiring aims to create a more level playing field for those with a past criminal record. Promoting this campaign relies on giving employers the right knowledge and best practices to help break down unfair barriers to employment. HRPA is working to equip employers with the right information and procedures to expand fair chance hiring throughout Canada.
Human Resources checking on their phone about hiring a new employee
By Tim Hardie 08 Feb, 2024
Conducting a criminal record check is often carried out when a new employee is brought onto the team. However, reverifying these checks throughout an individual's employment is often necessary to keep your workforce safe, stay compliant, and maintain accurate employee records. Read on to learn more about how the Hire Performance’s app makes these checks easy to maintain and update.
Corporate Social Responsibility
By Tim Hardie 29 Jan, 2024
Hire Performance Inc. is dedicated to corporate social responsibility, and we’re dedicated to supporting causes that help make a positive impact on the world. Read on to find out how Hire Performance Inc. can help your business today!
Graduate holding a diploma
By Tim Hardie 15 Nov, 2023
Education verification is a crucial part of the candidate screening process. Skipping it can result in hiring applicants who are untrustworthy and unqualified, risking other employees, customers, lawsuits, and other catastrophes. Read on to find out how to identify diploma mills!
By Tim Hardie 25 Oct, 2023
Social media serves as a powerful reflection of your personal and professional identity. Employers are increasingly turning to social media screenings to gain deeper insights into job candidates before making hiring decisions. Learn how social media can impact your job opportunities.
By Tim Hardie 20 Sep, 2023
In today's digital era, social media has become a significant part of our daily lives for both personal and professional reasons. This digital footprint has also become a valuable resource for employers during the hiring process. Learn why social media checks are important for employment.
Two women in an exit interview
By Tim Hardie 15 Aug, 2023
Exit interviews are a critical part of the employee lifecycle, providing employers with valuable insights into their organization's strengths, weaknesses, and opportunities for improvement. These conversations with departing employees can uncover important information that can be beneficial for both the exiting employee and the company. In this article, we'll cover what an exit interview is, the benefits of conducting an exit interview, the top questions to ask in an exit interview, and pro tips for getting the most out of your next exit interview. What is an Exit Interview? An exit interview is a series of questions that are posed to employees who are in the process of leaving a company. While an exit interview can be conducted via an online survey, these interviews are most often managed and conducted in person by an HR staff member with expertise in off-boarding processes. Exit interviews typically take place during an employee's last few days of work and last anywhere from 30 minutes to an hour with around 5 to 10 questions. The specific questions asked during an exit interview will vary by company, industry, employee position, and employee circumstance. However, almost all exit interviews include a similar set of questions. Exit interviews offer departing employees the chance to share their experiences, perspectives, and suggestions openly. For employers, this feedback can lead to meaningful improvements in various areas, such as company policies, communication, work environment, and management practices. By addressing concerns and making positive changes, organizations can foster a culture of continuous improvement. The Benefits of Conducting Exit Interviews An exit interview not only allows employers to end employee relationships in an amicable and organized fashion, but it offers several key benefits that organizations can immediately realize. The benefits of exit interviews include: Addressing Organizational Strengths and Weaknesses: Exit interviews provide an opportunity to gain a deeper understanding of the company's strengths and weaknesses. Departing employees often offer candid feedback about what worked well and what could be improved, allowing the organization to identify areas for improvement. Improving Employee Retention: Understanding why employees are leaving can help address issues that might be contributing to turnover. Exit interviews may even reveal recurring patterns and trends that highlight systemic issues that impact retention, engagement, and satisfaction. By acting on this feedback, organizations can implement changes to improve in these areas. Enhancing Company Culture: Exit interviews offer insights into how employees perceive the company's culture and values. By addressing any discrepancies between the desired culture and the actual experience, organizations can work towards cultivating a positive and inclusive work environment. Staying Competitive with Improved Recruitment & Training: Exit interviews provide an opportunity to speak directly with employees to reveal how competitors are attracting employees. Companies can adjust hiring and training strategies to ensure that employees’ expectations align with day-to-day job duties and required skills. Improving Management Practices: Exit interviews can shed light on the quality of relationships between employees and their supervisors. If consistent feedback points to issues with management practices, the organization can offer training or support to improve leadership skills. Building Goodwill: Conducting exit interviews demonstrates that the organization values employees' opinions and experiences, even as they leave. This can leave a positive impression on departing employees and even encourage them to speak well of the company in the future. Lowering the Risk of Future Litigation: In some cases, exit interviews can help organizations identify potential legal or compliance issues, including clarifying the reason for termination to avoid wrongful termination claims. If employees reveal instances of harassment, discrimination, or other problematic behaviour, the organization can take appropriate action to lower the risk for future litigation. Conducting exit interviews is a strategic practice that offers a wealth of benefits to organizations. By gaining insights into employee experiences, organizations can make informed decisions, improve workplace conditions, and foster a culture of continuous improvement that ultimately contributes to long-term success. Top 15 Questions to Ask in an Exit Interview Although most exit interviews should not exceed 10 questions, there is a wide range of questions to choose from that can be asked during an exit interview. As the interview progresses, the interviewer will need to use their discretion on which topics to discuss further. For example, employees may leave due to family needs, retirement, and other life events. As a result, depending on the employee’s situation, exit interview questions need to reflect the nature of the departure accordingly. While there is no rule for which questions are best, we’ve compiled a list of some of the best questions that you can ask during your next exit interview to ensure that you are getting comprehensive and in-depth feedback. These questions include: What prompted your decision to leave the company? What were the most important factors to you in choosing another job? Was it salary, benefits, time off, company culture, or anything else? On a scale of 1 to 10, how satisfied were you with your job during your time here? What aspects contributed to this rating? Did you feel that you had a healthy work-life balance while working here? If not, what could have been improved? Were you provided with sufficient career development opportunities during your tenure? How could these have been enhanced? How would you describe your relationship with your immediate supervisor? Were your expectations for guidance and support met? What were the best and worst aspects of your job? Did you feel adequately prepared for the required duties and skills of this job from training? How has your job changed since you were hired? Did you feel valued and recognized during your time at this company? What factors could have led you to stay with the company? What suggestions do you have for how the company can improve? Would you recommend this company to a friend? Why or why not? Did you share any of your concerns with the company before deciding to leave? Is there anything else you would like to share? These questions are key to building goodwill, revealing hidden issues, and lowering the risk for future litigation in cases where employees have left the company for non-personal reasons. Pro Tips for How to Conduct Effective Exit Interviews It’s important to remember that an exiting employee is still a valuable employee to your organization. That’s why it’s critical to make the most of the exit interview to ensure that it is beneficial to both parties. Here are 6 pro tips for conducting meaningful exit interviews: Create a Safe Space: Use neutral and non-judgemental language to encourage honest feedback and make the employee feel comfortable. Remind employees that they will not face repercussions and that their responses will be kept confidential. Never accuse or blame the employee for workplace issues. Use Open-Ended Questions: Encourage detailed responses by asking open-ended questions that go beyond simple “yes” and “no” answers. When warranted, ask employees to expand and narrow the focus on key topics. Cater Questions: Questions should be catered to the role that the employee is leaving. For example, interns, managers and leaders, specialists and technicians, and nonprofits should have different sets of job-related questions. Employ Active Listening: Pay close attention to the employee's responses, asking follow-up questions to delve deeper into their insights. Focus on their experience at the company. Identify Patterns: Identify recurring themes across exit interviews to address systemic issues. Implement Change: Use the feedback received to make positive changes within the organization. Share improvements with the team to show that feedback is valued. Regardless of the employee’s reason for leaving, these pro tips will help you conduct an exit interview that will result in a positive impact on the employee and the company. Get Exit Interview Services Today Hire Performance’s exit interview service always asks the right questions and addresses essential topics to gather meaningful feedback for your company. Our exit interviews prioritize your company’s needs with custom interview questions to highlight what is most important to you. Contact us today to learn more!
Customer handing their credit card to a merchant
By Tim Hardie 20 Jul, 2023
In the evolving landscape of hiring practices, employers are utilizing a range of tools to assess candidates beyond their resumes. The credit check has become an increasingly prominent tool that businesses are using to make well-informed hiring decisions. In this article, we will discuss what a credit check is, the information available on a credit check report, the benefits of running a check on a candidate, and how an employer can get a credit check. What is a Credit Check? A credit check , also known as a credit report or credit history check, involves obtaining an individual's credit report from a credit bureau or credit report service provider. This report details a person's creditworthiness, financial history, and how they have managed their debts and financial obligations. It is primarily used by lenders to determine the risk associated with lending money, but in recent years, employers have started using it as a tool to evaluate job applicants. What Information is Available on a Credit Check for Employers? A credit report compiles relevant financial data that paints a comprehensive picture of a candidate’s financial responsibility. A credit report includes: Credit Score: The credit score is a numerical representation of an individual's creditworthiness. It's based on factors like payment history, outstanding debts, length of credit history, types of credit used, and new credit inquiries. Credit and Payment History: A credit report includes information about an individual's credit accounts, such as credit cards, mortgages, loans, and debts in default. Outstanding Debts: Outstanding debts, including credit card balances and loans, can provide insight into an applicant's financial stress. Bankruptcies and Collections: Instances of bankruptcy and accounts in collections are also included in the credit report, typically over the past 7 to 10 years. The information available on a credit check report provides employers with an overview of a candidate’s financial history that can be used to determine risk and likelihood for success. Benefits of Running a Credit Check as an Employer A credit check can be a useful tool when assessing a candidate for a position that involves handling or accessing business assets, client assets, and other sensitive financial information such as budgets. Certain industries that often necessitate these checks include law, finance and accounting, government, healthcare, and cybersecurity. The benefits of running a credit check include: Reduced Risk of Fraud and Theft: Certain roles within an organization may require access to company finances, assets, or sensitive information. Conducting a credit check can help identify potential red flags, such as a history of financial troubles or a high debt load, which could suggest a higher risk of fraudulent activities or theft. This can aid in safeguarding the company's assets and data, resulting in better security. Financial Responsibility Assessment: A credit check provides valuable insight into an individual's financial behaviour and habits. By reviewing an applicant's credit history, employers can gauge their ability to manage personal finances, make consistent and timely payments, and handle debt responsibly. This information can be particularly relevant for positions that involve financial responsibilities or access to sensitive company information. Minimize Employee Turnover: For roles that require strong organizational skills, a credit check report can assess key factors for success and highlight candidates who are financially responsible and accountable to their obligations. Information on late payments and outstanding debts may be important considerations for determining whether a candidate is likely to meet their employment obligations and deadlines. Trustworthiness and Reliability: An applicant's credit history can provide insights into their overall reliability and trustworthiness. Responsible financial behaviour is often indicative of a disciplined and dependable individual. This is especially crucial for positions that involve handling confidential information, client interactions, or project deadlines. Mitigating Reputation Risks: Employees, particularly those in customer-facing roles, can significantly impact a company's reputation. Credit checks can help identify potential issues that might not be apparent through standard background checks, ensuring that the individuals representing your organization uphold a company’s desired image and values. Regulatory Compliance: Certain industries, such as finance or healthcare, are subject to strict regulatory requirements. Conducting credit checks can help organizations meet these compliance standards, demonstrating due diligence in their hiring practices and reducing potential legal risks. Personal Financial Stress Impact: An applicant's financial situation can affect their job performance and overall well-being. High levels of financial stress could potentially distract employees from their responsibilities and impact their focus and productivity. Identifying these concerns through credit checks can allow for necessary support or accommodations. Incorporating credit checks into your employee screening process can provide valuable insights into an applicant's financial responsibility, reliability, and suitability for the role. By making informed decisions, businesses can mitigate risks, gain peace of mind with a trustworthy workforce, and enhance their overall success. How to Get a Credit Check Report There are several steps to obtaining a credit check on a potential employee. These include: Obtain Consent: Before conducting a credit check, employers must obtain written consent from the candidate. Inform them of the purpose and scope of the credit check and ensure compliance with legal requirements. Collect Candidate Information: Personal identifying information, including the candidate’s name, mailing address, and date of birth are all required to complete a credit check. Choose a Credit Reporting Agency: Select a reputable credit report provider or credit bureau to obtain the credit report. Keep in mind that credit reporting agencies typically produce faster results from multiple credit bureaus with additional insights compared to a single credit bureau. Submit Information: Provide the candidate's personal details and any required documentation to the chosen credit reporting agency or credit bureau. Review the Report: Once the report is generated, review the information provided. Focus on the credit score, credit history, outstanding debts, and any negative items. Interpret Fairly: When interpreting the credit report, it’s always important to consider the relevant context. Keep in mind that credit histories can be impacted by various factors, including medical emergencies or unforeseen circumstances which can be discussed with candidates to ensure a fair chance is given. Maintain Confidentiality: Treat the obtained credit report as confidential information. Ensure that the credit report is securely stored and shared only with relevant personnel involved in the hiring process. Getting a comprehensive credit check report is a relatively simple process when using a credit service provider compared to a credit bureau. Get a Thorough Credit Check on Your Candidates Today Hire responsible, organized, and trustworthy employees for job positions that involve handling money with Hire Performance’s comprehensive credit report . Our credit check helps you protect your business assets while reducing employee turnover and ensuring due diligence. Contact us today!
Man with his hands on a steering wheel of a car
By Tim Hardie 29 May, 2023
It’s crucial for employers to have a strong understanding of who they’re hiring. You need to be well aware of any yellow or red flags to inform your hiring decisions and have confidence in new employees. Background screening new hires is one of your best tools for acquiring the information necessary to determine whether the candidate is a good fit or a liability. Some companies need to run a criminal background check, and others may need a credit check. And some companies or specific roles that call for the candidate to drive a vehicle on the clock, it’s wise to run a driver abstract. Keep reading to learn more about a driver abstract and how it’s necessary for any business considering hiring a candidate for a driving role. What are Drivers Abstracts? A driver’s abstract is a specific type of driver’s history that provides basic information and a high-level overview of any restrictions, demerits, or anything else you may want to know before making your hiring decision. You’ll also verify the candidate’s name, date of birth, and address by requesting an abstract. These specialized reports also allow you to verify the licence classification of a potential candidate to ensure they have the qualifications the specific role requires, such as driving a commercial truck. Let’s dive deeper into what’s available on an abstract and the various types of abstracts you may need to request. Types of Driving Abstracts in Canada There are two broad categories of abstracts, which are then further divided based on specific needs. However, the two overarching categories are: Certified: Some legal processes may require a certified abstract. A certified abstract contains the same information as uncertified variations but will include an embossed seal from the Ministry of Transportation to verify its authenticity. Due to the different processes, certified abstracts can take longer to receive. Uncertified: An uncertified abstract is faster and provides all the information you’ll need to make an informed decision about the candidate. You’ll still have accurate information, but without the certified seal that may be necessary for your insurance company or applicable regulations. There are several specific driver reports available. Review insurance and legal requirements to understand better which of the following reports you need: 3-year uncertified driver’s record 3-year certified driver’s record 5-year uncertified driver’s record 5-year certified driver’s record Extended driver’s record search Complete driver’s record Driver’s licence history Driver’s licence check Driver confirmation letter Specific industries and job roles may also require a Commercial Vehicle Operator’s Registration Abstract (CVOR). CVOR Driver’s Abstract: This type of CVOR abstract provides a 5-year record of all safety offences, collisions, and the current driver’s licence status. CVOR Abstract (Level I and II): Both of these CVOR abstracts focus on the career rather than a driver. The Level I abstract summarizes the past two years, while the Level II abstract provides a five-year summary. You will not likely need these for new hires, but they’re worth being aware of. You can see how it can become confusing to understand which way to go when you’re hiring a new driver. Most businesses will need a 3-year certified or uncertified record, while others may need a 5-year report with or without certification. Review all regulations, requirements from your insurance company, and any other factors that dictate which type of abstract or level of information you’ll need. What Information is On a Driver’s Abstract? A driver's abstract contains different information about the candidate depending on the specific type we discussed above. Generally speaking, you’ll receive the following information in an abstract: Basic information Address Driver’s licence number Licence expiry date Licence status Classification Demerit points Driving restrictions Traffic violations Driving convictions Date licensed You’ve now verified the candidate’s basic information, like name and address, and gained deeper insights into their driving history. From there, you can make an informed decision by considering every piece of information. When Should You Request a Driver Abstract? Deciding when to request a driver involves evaluating your business’ needs, requirements for specific roles, requirements from your insurance company, and any possible regulations facing your industry. For example, some businesses, such as those in the delivery or distribution industry, run a driver's abstract for every employee except support staff. In the automotive industry, car dealerships often run driver’s abstracts on most employees as test drives and lot reorganization are often a daily responsibility. Others may only run them for specific roles that involve driving. Ultimately, you need to carefully consider the needs of your business and related responsibilities to decide when to request any type of driver abstract. But, as a good general rule: if the employee is going to be driving on the clock or accessing company vehicles, it’s worth requesting a driving abstract. A Safe Driver is an Asset to Your Company Running a driver abstract helps you determine if a candidate will keep your company safe or invite a higher risk of causing a collision, accident, or other safety incidents. While it’s worth remembering a perfect driving record doesn’t mean they’ll never have an incident, it does mean they have a demonstrated history of safe driving. It’s well worth the time and cost to have peace of mind for anyone that will be behind the wheel on company time. A problem-free abstract is an excellent sign that the new hire will avoid an incident that may be costly, slow down operations, or hike insurance rates. Does a Driver's Abstract Replace Other Background Checks? Running a driver’s abstract gives you information specific to the candidate’s driving history, along with verifying basic information. However, it may not be the only type of background screening you need to run. For example, you won’t know about any criminal violations unless related to driving. You won’t verify education or references. You also won’t know anything about creditworthiness. Driver’s abstracts are a specialized type of background check and may not be the only screening process you must request based on your needs and applicable regulations. Team Up With Hire Performance for Quick and Accurate Driver Abstracts  A driver’s abstract provides the candidate’s driving record while verifying other essential information, like name and date of birth. So you’ll know the new hire is who they say they are and is less likely to be a liability on the road. Hire Performance’s on-demand eScreener tool gives you readily available access to run drivers abstract and other background checks whenever needed. Our transparent, accurate, and industry-recognized process reduces the time waiting for information and lets you make hiring decisions faster. Ready to discover how eScreener can ensure you only hire the best? Check out eScreener today to get started with our fast and straightforward process.
Woman HR Smiling
By Tim Hardie 08 Apr, 2023
The term backchecking may seem more familiar in the context of hockey, but it also plays a critical role in the world of business. That’s because it’s an essential business procedure Human Resources managers and other hiring managers use to reduce risk while finding suitable candidates and onboarding new employees. Talent acquisition teams often spend nearly a third of their workweeks filling in a single role, and a poor decision can lead to reduced productivity or, even worse, damage to your company’s reputation. Get it done right the first time by learning more about your candidates’ work histories, legal records, and other background information through backchecking. What Is It and What Can It Do? When an employer performs a background check on a prospective employee, it will go through public and private records pertaining to the individual to verify the information presented in the job application or resume. Some examples of information it may find include: Criminal records: An employer can consult with the RCMP to verify an individual’s national criminal record or go to provincial courts for a local search. Work and education history: Backchecks can cover previous employers and work references to ensure the validity of previous experience. It may also check that you attended a high school or college you claim you did. Social media: Any information you have publicly visible on Twitter, Facebook, or other social media platforms will likely be viewable to potential employers. Job-specific checks: Employers may sometimes check other information pertaining to the job at hand. For instance, a credit check might verify reliability, or a driving record check might be necessary for jobs that call for constant driving. Backchecks allow employers to hire suitable candidates and reduce risk, especially if the occupation relies on trustworthy staff like teaching and security. How Long Does It Take to Complete One? Backchecks can be complicated to obtain on your own, and the general background screening process can be time-consuming if you aren’t prepared. Most jobs take around a week to complete a check, while others, like federal jobs, may take up to a few months. This timeframe may extend even further if the check uncovers discrepancies. Two considerations you must make that can impact the efficiency of your screening procedure are which government agencies to turn to and how you can conduct a back check without violating employee privacy rights.  Consulting with Government Agencies Another issue is that there are multiple types of back checks. Criminal Record Checks can involve either: The Royal Canadian Mounted Police (RCMP), which provides a trustworthy but time-consuming screening procedure that involves analyzing a potential employee’s fingerprint. The Canadian Police Information Centre (CPIC) offers a much faster but less comprehensive solution that looks up an individual by name and date of birth. The process takes about a week, though delays are possible if multiple individuals share a name. The CIPC also offers a premium search with more search criteria at an additional cost. Your local police can be involved in a Vulnerable Sector Check, where companies can look up serious convictions like sexual offenses. High-risk industries, like those in contact with children or the elderly, rely on these checks constantly. Complying with Privacy Rights Many back checks require the business to collect a variety of sensitive personal data, including a prospective employee’s: Full name Date of birth Social insurance number Home address Under the Personal Information Protection and Electronic Documents Act (PIPEDA) from the Parliament of Canada, you must obtain a consent form from the prospective employee before searching for this type of private information. Employers must disclose to the candidate what private information they collect and why. However, data available publically, such as social media profiles, do not require prior consent. Keep in mind that privacy regulations vary from province to province, so verify what rights prospective employees have in your specific region before performing back checks. Making Checks Fair and Ethical Back checks are occasionally controversial, as many detractors claim they are unfair and discriminatory. In Canada various entities play roles in regulating and monitoring employment practices, including background checks, to ensure compliance with human rights and privacy legislation. The Fair Credit Reporting Act (FCRA) similarly impacts how businesses may conduct back checks. It targets consumer information and ensures reporting agencies handle the data fairly and ethically. What’s the Best Way to Obtain a Pre-Employment Background Check in Canada? With so many types of back checks to complete, sources of information to consult, and privacy regulations to consider, conducting pre-employment background checks is much easier through a third-party service provider that specializes in background screening. Working with a partner saves you time and money and reduces the chance of making costly mistakes. You just have to look for a suitable vendor that: Matches the needs of your organization. Industries with unique hiring processes and requirements for prospective employees need screening solutions that can accommodate the customizations they demand. Ensures data security and privacy. In a business world that demands high standards of cybersecurity, screening solutions must have strict privacy and security features to handle the vast amounts of sensitive personal data they process every day. Supports international screening. Did you know that almost a quarter of Canadians are immigrants, and their employment rate often exceeds 60% ? Any hiring manager today must screen international residents at some point, so choose a global screening provider. Fits into your budget. Pricing goes beyond just the amount you pay every month. Look for all-inclusive pricing with no additional hidden fees to cut down on nasty surprises, and make sure you’re getting the functionality you’re paying for to ensure efficient spending. Companies hiring large volumes of employees per year or operating in high-risk industries like healthcare and municipalities must rely on outsourced screening solutions. Don’t Make Hiring Decisions Without the Full Picture Background screening is a complicated process, with many types of checks to use and many sources to consult. It only exacerbates how drawn-out the hiring process can be. Instead of speeding through backchecking and risking your business on a poor hire, get it right the first time with specialized solutions that provide background checks for companies. Hire Performance, one of the largest employment consultant organizations in Canada, specializes in fast and reliable reference checks, criminal and credit checks, and other pre-employment testing services. Its proprietary eScreener software gives you all the information you need to make informed hiring decisions in a fraction of the time (same-day turnaround) compared to other screening tools. We’ve developed this all-in-one solution in Canada, but our screening capabilities extend globally to support businesses with international workforces. Are you looking to screen candidates and simplify the hiring process? Start your free demo of eScreener today!
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