Background Checks & Recruitment

Background Checks

Background Checks

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When you’re expanding your team, having additional insight into job candidates gives you peace-of-mind knowing you are making a well-informed decision.

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SureHire’s background checks give employers a dependable way to verify a candidate’s history and make confident hiring decisions. Because every step of the process is completed online, from submission to reporting, employers benefit from smoother workflows, fewer administrative delays, and faster access to essential results. This streamlined approach not only reduces turnaround times but also helps employers move forward with clarity and confidence, supported by timely, accurate information about their candidates.

Background Check Services

employment verification

An employment verification background check confirms a candidate’s work history by contacting past employers to validate key details about a candidates employment history.

education verification

Education verification works through direct investigation with all of the educational institutions listed by your job candidates. Reports ensure that candidates have accurately recorded their precise educational credentials.

criminal record checks

Basic Criminal Record Check -A basic criminal record check compares a candidate’s self-disclosed convictions with a nationwide search of the Canadian Police Information Centre (CPIC) database. This confirms whether the individual has any criminal convictions or charges that have not been pardoned.

Premium Criminal Record Check – In addition to the basic check, this service provides information such as, outstanding police entries, such as charges and/or warrants, judicial orders, probation, sex offender registry, and conditional discharges.

Social media Checks

Social media checks involve reviewing candidate’s social media accounts and online presence to gather information that may be relevant to their employment or other purposes.

reference checks

Basic Reference Check – A basic reference check provides a snapshot into an individual’s past performance, including overall rating, a breakdown of each competency cluster, and reference comments regarding strengths and weaknesses.
Premium Reference Check – A premium reference check provides a comprehensive report detailing an individual’s past performance. This includes everything in basic report, as well as scores for each behavioral question under each competency cluster, additional reference feedback, and a candidate norm group comparison.

Public Safety Verification

A public safety verification ensures that a candidate does not pose a risk to public safety.This report includes Global sanction lists, financial sanctions, Homeland security, Terrorist Watch list etc.

Professional Designation Verification

A professional designation verification is the process of confirming that an individual holds a valid and current credential, license, or certification, such as a Red Seal endorsement, Journeyman Certificate, or other regulated designation, issued by the appropriate governing body or association.

Driver’s Abstracts

Driver’s abstract screenings reveal vital information that you need to ensure you’re hiring responsible drivers. It includes reports for information related to impaired charges, status of license, convictions, license suspensions, and prohibitions. *Note: Driver’s abstracts cannot be pulled for residents of Alberta.

Identity Verification

This Trans Union Based ID report verifies personal information such as name, address, date of birth and SIN. This service is included within the criminal record check process but can also be completed as a standalone service.

iNISIGHTS

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Frequently Asked Questions: Criminal Record Checks

While a criminal record will not necessarily preclude hiring a potential candidate, it does help provide employers with a more comprehensive picture of the person they are hiring. It can help reduce liability, keep employees and the public safe and ensure you are hiring the right person for the job.

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6 Best Practices For Background Checks

6 Background Check Best Practices

Having trouble finding qualified candidates? Bad hires can cost you — consider these 6 best practices to ensure you’re onboarding solid additions to your team.

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Interested in learning more?

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FAQs

There are several notable differences between these programs; however, simply put, a DOT drug (or alcohol) test is a test done under DOT authority on a DOT-regulated employee, meaning that person is in a safety-sensitive position. Conversely, a non-DOT drug or alcohol test is typically done under an employer’s authority. The employer can decide which employees they want to test; they do not have to perform particular duties to qualify. Additional differences include testing policy, scope of testing, type of specimens used, and prohibited and required conduct.

Testing is mandatory for DOT-regulated employers. Generally, DOT regulations cover safety-sensitive transportation employers and employees. Each DOT agency (e.g. FRA, FMCSA, FTA, FAA, and PHMSA) and the USCG have specific drug and alcohol testing regulations that outline who is subject to their testing regulations. If you are unsure whether or not you are a DOT-regulated employer, you can also access the Department of Transportation’s “Am I Covered” decision tree assessment to find out.

Testing is mandatory for DOT-regulated employers. Generally, DOT regulations cover safety-sensitive transportation employers and employees. Each DOT agency (e.g. FRA, FMCSA, FTA, FAA, and PHMSA) and the USCG have specific drug and alcohol testing regulations that outline who is subject to their testing regulations. If you are unsure whether or not you are a DOT-regulated employer, you can also access the Department of Transportation’s “Am I Covered” decision tree assessment to find out.

Testing is mandatory for DOT-regulated employers. Generally, DOT regulations cover safety-sensitive transportation employers and employees. Each DOT agency (e.g. FRA, FMCSA, FTA, FAA, and PHMSA) and the USCG have specific drug and alcohol testing regulations that outline who is subject to their testing regulations. If you are unsure whether or not you are a DOT-regulated employer, you can also access the Department of Transportation’s “Am I Covered” decision tree assessment to find out.

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