May 9th, 2024 | Sterling
For Canadian employers, the demand for skilled talent remains high. According to recent research done by Robert Half in Canada, 64% of managers state that it currently takes employers longer to hire than a year ago. Outdated processes and technologies, coupled with the challenges of navigating hiring and privacy regulations, are key factors that can impede the hiring process and deter top-tier candidates.
Fortunately, employers don’t have to face this challenge alone. Here are six ways a screening provider can help you simplify the recruitment process and reach your employee hiring goals, without sacrificing safety and compliance.
Identity fraud is on the rise, facilitated by the increased popularity of remote and hybrid work. Employers who do not meet their potential employees face-to-face run the risk of hiring candidates who are not who they say they are. The risk of fraud is further heightened by advancements in deepfake technologies. Deepfakes enable the creation of highly convincing counterfeit IDs that candidates may exploit to circumvent background checks and misrepresent their credentials.
In this fraught landscape, identity verification is one of the ways in which a trusted background screening partner can help employers protect themselves against fraud. By integrating identity verification into the background screening process, providers can remotely authenticate candidates without requiring hiring managers to collect IDs. New biometrics-based solutions can be combined with more traditional methods to significantly curtail the risks of identity fraud. Sterling Backcheck has joined the Digital Identification and Authentication Council of Canada (DIACC), a non-profit coalition of public and private sector organizations, to help develop new, secure digital identity verification solutions.
Initiating a thorough employee hiring and background screening program presents significant challenges, particularly due to the relentless pace of change in compliance regulations. In Canada alone, new legislation, like Quebec’s Law 25, can affect how employers process candidates’ personal data. Privacy rights are regulated at both the federal and provincial levels, which adds an additional layer of complexity for employers operating in multiple locations across Canada.
Keeping up with regulatory changes is even more challenging for employers who wish to hire an international workforce. Screening requirements vary greatly from one country to another, with some countries requiring role- or industry-based checks. Privacy and access to information rights are also location-dependent, and the cost for non-compliance can be steep. In this critical area, a proficient and experienced background check company can help by keeping track of new regulations and global requirements.
In a job market in which finding and attracting skilled talent remains challenging, it’s more crucial than ever to offer candidates a positive hiring experience. According to Sterling’s Hiring Reimagined report, 59% of job seekers felt more confident about an employer based on their background screening experience. A thorough and efficient background check provides insight into an employer’s culture and commitment to trust and safety.
Modern and user-friendly solutions simplify the screening process, communicating to candidates that their time is valued. A trusted background check company can help employers stand out from their competitors and make a memorable first impression on job seekers.
Complicated manual processes and lengthy response times can delay employee hiring and onboarding while discouraging talented candidates. Fortunately, integrating background screening seamlessly with other hiring processes can simplify recruitment and eliminate a common pain point.
By partnering with commonly-used Human Resources Information Systems (HRIS) and Applicant Tracking Systems (ATS), background screening providers can automate routine tasks, speeding up the hiring process. This also enables HR professionals to dedicate additional time to create a more personalized candidate experience, paving the way for a rewarding long-term partnership.
Candidates place a lot of importance on workplace safety. In Sterling Backcheck’s Hiring Reimagined report, 80% of job seekers considered environmental safety crucial, while an even higher 82% prioritized safety among colleagues and others when selecting their preferred workplace. Employers conducting background checks during the hiring process not only affirm their commitment to recruiting individuals aligned with their values and culture but also signal to potential candidates their dedication to fostering a secure and safe workplace for everyone.
Safety in the workplace requires employers to demonstrate ongoing vigilance. While the initial background screening is critical, periodically updating these checks is equally important to identify any new behaviors that can pose a risk. Re-screening, sometimes known as workplace monitoring, may include services such as criminal record checks, social media screening, credential verifications, and more. Since the requirements can vary based on the position and industry, employers are encouraged to partner with a background check provider to set up a re-screening program that will suit their needs.
Hiring requirements don’t only vary based on location, but are also dependent upon the specific position and industry. Screening needs for entry-level jobs may be met with a simple criminal history check, such as the Enhanced Police Information Check, and a reference check.
Finance and C-suite positions may require more in-depth due diligence screening, including:
This is where a knowledgeable background screening partner can make a significant impact, by providing suggestions for tailored packages based on established best practices.
Active industry engagement is another way in which screening providers can help employers. Membership in professional associations and further industry participation empower providers to advocate for both employers’ and candidates’ best interests.
Sterling Backcheck distinguishes itself as a frontrunner in the field, holding memberships in both the Professional Background Screening Association (PBSA) and (DIACC), We also leverage our strong partnerships with police agencies to address concerns when necessary. For instance, when the Canadian Police Information Centre (CPIC) announced that police partners would be required to evaluate and approve identity verification methods used by their partner companies, we took steps to educate the CPIC and our police partners about our processes.
While navigating the complexities of the modern job market may seem daunting, employers can partner with an experienced background screening provider to obtain expert guidance and streamlined solutions designed to simplify the hiring process.
To further explore the ways in which a screening provider can help you reach your hiring goals, read our eBook. To inquire about setting up a background screening program, contact our experts.
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.
Canada - FR
UK
United States
Netherlands
France
Germany
Australia
Singapore
India
China
Malaysia
Philippines
Hong Kong (SAR)