As the practice of vetting job candidates through review of their social media presence becomes more prevalent, especially in industries and businesses oriented around interactive digital technologies, the question of whether employers are legally entitled to do so becomes an increasingly relevant one.
On November 1, 2018, Bill 113, Police Record Checks Reform Act, 2015 will come into effect in Ontario. Employers should take steps now to ensure that their police record checks policy and procedures are in compliance with the new standardized procedure.
In the information age it’s usually relatively easy to find out all about someone by doing a simple Google search. The burning question of online daters, “do I google my date before the date?” applies equally to employers. Can, and should, an employer background check a candidate? If so when? And how deep can and should they go?