December 15th, 2016 | Sterling

The Top Five Blog Posts of 2016

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As 2016 comes to a close, I find myself asking, “Where did the year go?” Between the meetings, acquisitions and mergers and product updates, we’ve had a packed year – oftentimes reflected in our company blog. We have shared the exciting news of our merger with TalentWise in the beginning of the year to rebranding our name to Sterling Talent Solutions in June to sharing the latest human resources and background screening industry information all year long. We compiled a list of the top five most popular and highly read blog posts (in no particular order) of the past year just in case you missed them.

The Immense Value of Re-Checking Employees

Background checks should be subject to review from time to time, because the information is dynamic and subject to change. In keeping with overall management at risk, organizations increasingly require their employees or volunteers to be re-checked periodically. Each company must decide their own policy on re-running background screening on their employees. Find out why it is important to safeguard your company by re-screening current employee and how to perform this important company protocol in The Immense Value of Re-Checking Employees.

A Conviction is Not the Same as a Criminal Record

Criminal records information in Canada can be misfiled or might be incomplete causing vexing background test results. There are many moving parts that can factor into missing or incorrect criminal records in Canada. Understanding the reasoning behind the unusual outcomes will allow organizations to understand the need for a comprehensive approach to their background screening from convictions to criminal records. Learn more about the differences in criminal records as compared to a conviction in A Conviction is Not the Same as a Criminal Record recently posted on our blog.

Don’t Let That Candidate Get Away

A clear and affirmative candidate experience will reflect positively on a company. When you find the right candidate, you want to do everything in your power to help them see that your organization is the right fit for them. Using the right employment screening process, including filling out paperwork or getting a criminal record check, will help boost the candidate experience and make sure that you are hiring the right person for the job. Learn why it is important not to let good applicants go in “Don’t Let That Candidate Get Away“.

Rampant Misuse of Vulnerable Sector Verifications in Canada – What Organizations Need to Know

Organizations compete for the same applicants. When it comes to hiring or placement, the greatest risk faced by every organization is inefficient, unsecure screening processes and deficient operational polices. Both are things that organizations can more fully control once they understand what a Vulnerable Sector Verification (VSV) provides compared to what it detracts. Learn how to recognize the needs, gains and risks of completing a VSV process in our blog post, “Rampant Misuse of Vulnerable Sector Verifications in Canada-What Organizations Need to Know“.

Vulnerable Sector Verifications and Persons Under 30

There are many risks organizations assume when they decide to have a candidate complete a Vulnerable Sector Verification (VSV) at the police department level. This is especially true if running this check for candidates who fall in the under 30 demographic because of a number of amendments to the Criminal Records Act in 2010 and 2012. Find out more about why VSV could be a waste of time and could be viewed as discriminatory in our blog post, Vulnerable Sector Verifications and Persons Under 30.

As we wrap up the year we look forward to all that 2017 has in store. We will continue to keep you updated on the latest topics and trends in the Human Capital Management industry and can’t wait to share them with you.

This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.