Making a recruiting choice as an employer in Nova Scotia can be challenging. Conducting extensive reference checks will help you make the best decision possible. They will aid you in your decision-making process when it comes to possible prospects. Below you’ll find great tips to gather reference checks on your own. However, if time is critical, consider using a professional record check company like Instant Record Check. We do the footwork for you, usually in less than 24 hours.
It can feel daunting to learn how to navigate the different reference checks which can include criminal record checks and vulnerable sector checks. These checks are crucial for certain positions, however. This blog post will guide how to handle reference checks in Nova Scotia, with an emphasis on criminal record checks and vulnerable sector checks.Understanding Reference Checks in Nova Scotia
A critical step in the hiring process is checking references. They can offer additional information on a person’s employment history, job performance, and character. They also assist employers in confirming the integrity of the information provided by candidates.Different Types of Reference Checks
Professional reference check
These checks are usually conducted by the hiring or human resources manager. They will be in charge of contacting the candidate’s references from their application or resume. It is important that the candidate lists previous employers and educational contacts for verification.Criminal record check
There are three types of criminal record checks in Canada: name-based, certified, and vulnerable sector.Name-based CHECK (also known as a police check or background check)
This record check uses the candidate’s name, birthdate, and current address to search for any locally held convictions. These checks are handled via the Halifax regional police headquarters. They enter the information you give them into the RCMP’s Canadian Police Information Centre (CPIC) system which runs the information through the National Repository of Criminal Records.Certified CHECK
Name-based checks cannot prove a person’s identity. If there are any red flags in the name-based search, it is recommended to take the next step and get the certified criminal record check. These checks require getting fingerprinted at one of the RMCP-accredited private fingerprinting companies. These fingerprints are then run by the RMCP through the Canadian Criminal Real-Time Identification Services (CCRTIS).vulnerable sector CHECK
A vulnerable sector check gives you the same information that the certified check does but also includes searching for pardoned sexual offences. Nova Scotia requires this check if your company works or volunteers with minors, the disabled, or senior citizens.
Best Practices for Conducting Reference Checks
Employers should follow these best practices when conducting reference checks in Nova Scotia, Canada:Tips for reaching out to references:
- Ask for written permission from the applicant to conduct a reference check and explain the purpose of the check.
- Obtain contact information for the reference from the job applicant.
- Schedule a convenient time to speak with the reference.
- Consider asking for more than one reference to gain a well-rounded perspective.
Questions to ask during reference checks:
- Ask the reference to verify the candidate’s employment dates, job titles, and responsibilities.
- Ask about the candidate’s work performance, strengths, and areas for improvement.
- Inquire about the candidate’s punctuality, attendance, and ability to work in a team.
- Ask if the reference would rehire the candidate if given the opportunity.
How to evaluate reference check responses:
- Look for consistency in responses from multiple references.
- Consider warning signs, such as complaints about a candidate’s work ethic or demeanor.
- Assess the candidate’s suitability for the position using the data from the reference check.
- Remember that reference checks by companies in Nova Scotia must adhere to regulatory regulations. This entails getting the candidate’s permission and ensuring that any private information gleaned from the reference check is kept confidential. This is per the Personal Information Protection Act.
Overcoming Challenges with Reference Checks
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Conducting reference checks can be a valuable tool for employers looking to make informed hiring decisions. Still, the process is sometimes challenging. Here are some common challenges employers may face when conducting reference checks in Nova Scotia and strategies for addressing them:
Difficulty Reaching References
Employers might need assistance contacting references or getting them to answer questions. A few techniques, albeit time-consuming and frustrating, can help. One way is to offer an incentive, such as meeting up for coffee (on your dime) to discuss their former employee or student. A timetable for when you anticipate hearing back from the reference is also a good idea. Don’t be afraid to be cordially persistent. However, after multiple tries, if you still can’t locate the reference, you should look to the next one. This is why you should obtain as many references as possible.Obtaining Complete and Accurate Information
References may provide incomplete or inaccurate information intentionally or unintentionally. It’s important to ask open-ended questions that allow the reference to provide detailed responses. Avoid leading questions that prompt the reference to give a partial or incomplete answer. Additionally, verify the reference’s information through other sources, such as a criminal record or background check.Dealing with Negative Feedback
Occasionally, references may provide negative evaluations to employers, doubting a candidate’s suitability for the job. In these situations, it’s crucial to assess the comments and consider the context thoroughly. It could be beneficial to discuss the issues with the candidate to get their perspective on the criticism or to contact more references to acquire a more comprehensive understanding of their qualifications. Employers in Nova Scotia need to be aware of the regulatory restrictions on reference checks. The acquisition, use, and disclosure of personal information in Nova Scotia are governed by the Personal Information International Disclosure Protection Act (PIIDPA). According to the law, a reference check’s results must also be relevant to the job and not violate anyone’s privacy or human rights. For instance, a candidate’s race, religion, or sexual orientation cannot be considered when hiring. Employers can boost their hiring confidence and make wise hiring decisions by being aware of the legal implications and completing reference checks legally.Best Practices for Conducting Reference Checks
Employers should follow these best practices when conducting reference checks in Nova Scotia:Tips for reaching out to references:
- Ask for permission to conduct a reference check and explain the purpose of the check.
- Obtain contact information for the reference from the job applicant.
- Schedule a convenient time to speak with the reference.
- Consider asking for more than one reference to gain a well-rounded perspective.
Questions to ask during reference checks:
- Ask the reference to verify the candidate’s employment dates, job titles, and responsibilities.
- Ask about the candidate’s work performance, strengths, and areas for improvement.
- Inquire about the candidate’s punctuality, attendance, and ability to work in a team.
- Ask if the reference would rehire the candidate if given the opportunity.
How to evaluate reference check responses:
- Look for consistency in responses from multiple references.
- Consider warning signs, such as complaints about a candidate’s work ethic or demeanor.
- Assess the candidate’s suitability for the position using the data from the reference check.
- Remember that reference checks by companies in Nova Scotia must adhere to regulatory regulations. This entails getting the candidate’s permission and ensuring that any private information gleaned from the reference check is kept confidential.
Overcoming Challenges with Reference Checks
Conducting reference checks can be a valuable tool for employers looking to make informed hiring decisions. Still, the process is sometimes challenging. Here are some common challenges employers may face when conducting reference checks in Nova Scotia and strategies for addressing them:Difficulty reaching references
Employers might need assistance contacting references or getting them to answer questions. A few techniques, albeit time-consuming and frustrating, can help. First and foremost, it’s important to make explicit expectations with the candidate regarding the necessity of reference checks and the data required at the beginning of the hiring process. A timetable for when you anticipate hearing back from the reference is also a good idea. After multiple tries, if you still can’t locate the reference, you should look for another one.Obtaining complete and accurate information
References sometimes only provide complete or accurate information intentionally or unintentionally. It’s important to ask open-ended questions that allow the reference to provide detailed responses. Avoid leading questions that prompt the reference to give a partial or incomplete answer. Additionally, verify the reference’s information through other sources, such as a criminal record or background check.Dealing with negative feedback
Occasionally, references may provide negative evaluations to employers, doubting a candidate’s suitability for the job. In these situations, it’s crucial to assess the comments and consider the context thoroughly. It could be beneficial to discuss the issues with the candidate to get their perspective on the criticism or to contact more references to acquire a more comprehensive understanding of their qualifications.Navigating reference checks
Navigating reference checks in Nova Scotia can be complex. Still, by following best practices and being prepared to address challenges that may arise, employers can increase their hiring confidence and make informed decisions about potential candidates.Conclusion
Reference checks are a critical component of the hiring process in Canada. They provide valuable insights into candidates’ work history, character, and potential fit within an organization. In Nova Scotia, employers must be aware of the legal considerations surrounding reference checks, including the use of criminal record checks, vulnerable sector checks, and police record checks. By following best practices for conducting reference checks, employers can maximize the value of these assessments. This includes reaching out to references professionally and respectfully, asking relevant and open-ended questions, and carefully evaluating the responses received. Additionally, overcoming common challenges such as lack of response or uncooperative references can be achieved through strategies such as offering incentives, being persistent yet patient, and using multiple sources of information. Protect your business and choose Instant Record Check for secure and reliable criminal record checks. Don’t risk your reputation by overlooking criminal convictions from different employers. Ensure the safety of your workplace and employees by verifying identity and address. Get started today with Instant Record Check.
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