Going Beyond the Criminal Background Check in Pre-Employment Screenings

The criminal record check is one of the most popular pre-employment screenings. For some roles, it may be legally required. 

However, a criminal record check isn’t the only pre-employment screening that an organization can run on a candidate. And if you are already running criminal background checks, you have a greater opportunity for bolstering your hiring process by adding other checks too. 

These other types of pre-employment screenings can help go beyond the criminal record check and help maintain a safe workplace, maximum productivity, and verify candidate honesty. 

a.    Employment History Verifications 

Industry research reveals that 85% of hiring managers have uncovered a lie on an applicant’s resumé. Employment history verifications help ensure candidate honesty, plus confirm they have the necessary experience. 

For instance, if you are recruiting in the construction industry, you may be hiring a candidate based on past work experience. In this case, it’s in your best interest to verify that they really do have that background. 

An employment history check can also go further and screen for costly past behaviours, such as theft, workplace violence, resumé fraud, computer misuse, lawsuits, worker’s compensation fraud, and sexual harassment. 

These types of behaviours don’t always show up on a criminal record check unless the candidate was formally charged and convicted. Taking this extra step to screen for these behaviours is good due diligence that can keep your workplace and clients safe.  

b.    Education History Verifications/Professional Licensing and Certifications  

Many roles are not only hired based on professional experience, but also education. In some, this is even a legal requirement — such as where a specific professional license or credential is required.  

In these cases, it’s important to make sure that your candidate truly has the degrees and certifications they say they do.  

This type of background check can also include international education if the candidate received their degree abroad.  

c.    Credit Check Verifications 

For people in the organization who handle cash, assets, or secure financial information, a credit check is an important screening to consider.

A credit check can confirm if a candidate is currently handling their finances well or is near the brink. While this may not necessarily be a red flag alone, it may warrant further questioning if this person is meant to handle your organization’s finances.  

Additionally, living beyond one’s means and/or experiencing financial difficulties is a common precursor to occupational fraud, according to the Association of Certified Fraud Examiners. A credit check done during the hiring process can help alert you to the potential for closer monitoring down the line.  

d.    Reference Check Verifications  

Sometimes a candidate’s employment and educational histories may check out, but other issues in their past could be a flag for consideration.   

Even if an interview is conducted, a candidate may not be honest about their dependability, honesty, judgment, or character.  

A reference check can go beyond what’s on the paper to gain insight into a candidate’s strengths and weaknesses.   

e.    Driver’s Abstract  

For candidates that will need to drive or use company vehicles, a driver’s abstract may also be necessary. This can also verify any specialized license classes for operating heavy machinery.  

Driver’s abstracts typically confirm license statuses, classes, expiration dates, traffic violations, arrests, convictions, suspensions, or cancellations.  

This can help ensure you maintain a smoothly running fleet.  

How to Streamline the Background Check Process – Look for More in One Place  

While all of these screenings can go beyond the criminal record check, the challenge for some employers is finding the time in the hiring process to conduct them.   

Luckily, there is an easier way — look for a background check company that offers more.  

For instance, at Triton Canada we offer criminal record checks, but we also offer employment history verifications, educational checks, driver’s abstracts, credit checks, reference checks, and more. Plus, we offer industry-leading turnaround times so you could have all of these checks done within one-to-two business days.  

If you’re already a Triton client, it’s easy to add these to your account. Contact your account manager to learn more.  

If you’re not a Triton client, it’s easy to become one! Contact us at 1-844-874-8667 or visit www.tritoncanada.ca for a free quote.  

What is included in your pre-employment screening process? Share with us on social media. Triton Canada is on Twitter, Facebook, and LinkedIn.