Is it legal to do background checks on a job applicant?

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  1. Credit check

A background check of an applicant’s credit report can identify someone with unreliable past behavior. The information verified during this review includes information related to bankruptcy, bankruptcy, and poor payment history. Credit checks are typically only performed in certain industries, such as the financial sector and other regulated sectors.

Employers should also be careful with credit checks as there is a risk that an employer could violate the human rights code by refusing to hire an applicant based on their age after finding out their date of birth through the screening.

  1. Social media background check

Smart employers check an applicant’s social media presence by checking their online public profiles on Google, LinkedIn, Instagram, Twitter, and Facebook. Screening may be restricted if their profiles are set to private. This will ensure that the candidate’s beliefs and practices match the company and its goals. There are generally no legal restrictions on social media checks.

  1. Logbook control

A driver’s license check is especially important for applicants applying for a job that involves driving, such as driving. The screening aims to determine whether the applicant is meeting the company’s public safety objectives. The information that will be verified during the review includes whether the applicant has been involved in a car accident, has been banned from driving a heavy vehicle, or previously obtained a DUI – while avoiding information about medical bans or the applicant’s address in order to ensure that no data breaches have been breached.

  1. CV and reference test

CV and reference checks are very common screenings in the hiring process. Reference tests are when employers contact the applicant’s colleagues, z and whether their characteristics and behaviors match the company and the work position.


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