In Part One of our three-part human resources management series, we explored why pre- and post-employment screenings are so important.

Pre-employment screenings are an essential part of the recruiting process for many human resources departments.

When you plan to hire someone to work for you, you do not want to take chances. Background checks can eliminate unnecessary risks, so you can choose the best person for the job.

Driving Abstracts – Driving abstracts are detailed reports that provide a record of a specific driver’s name, height, birthday, gender, licence number and class, expiration date, any conditional restrictions, and other related status information on their driving record. These abstracts also include Highway Traffic Act and Criminal Code of Canada convictions and dates of these convictions, suspensions and reinstatements that exist within the last 3 years, demerit point values, and medical due dates for commercial drivers.

Pre-employment screening is a smart idea for employers and can include a basic background check, criminal history screening, drug testing, worker’s compensation claims history, credit history, a sex offender registry screening, motor vehicle records screening, current and past employment and reference verification, and education verification. Different types of screenings are allows and disallowed by law in certain areas so it’s a good idea to hire a check company who knows what and how to check, depending on how thorough you wish for your screening to be.