Pre employment integrity and background searches

Our objective is to streamline your recruitment process by providing reports that allow you to quickly identify those candidates who best meet your selection criteria.

Our clients enjoy a wide selection of reports to choose from. This means that Access Credit lets you order the pre employment check profile that is most appropriate for your needs and those of your business sector. These reports are subdivided into separate sections, offering great flexibility with regard to the choice of relevant information for your needs. Simply choose the combinations that correspond to your needs from the following options:

A telephone interview is conducted with the last two employers of the candidate you are considering for employment. We use a questionnaire with about ten questions, covering the candidate’s punctuality, quality of work, level of dynamism, integrity and character, among other things. You will receive a copy of the appraisal grid along with your report.

This section summarizes the main elements of the candidate’s credit record, helping you determine the candidate’s solvency.

We carry out our verifications to determine if legal proceedings were ever brought against the candidate in the last ten years in Quebec and/or in other Canadian provinces and territories. This section of our report is divided into two parts: Civil and Criminal. Under Civil, we describe the nature of the legal action, the parties involved, the amount of the suit and the status of the proceeding (e.g., judgement rendered.) Under Criminal, we inform you of any charges laid against the candidate, the status of the proceedings and any penalties imposed.

This report confirms the level of education completed by the candidate.

This section provides information about:

  • The validity of a driver’s licence;
  • The class or classes of a driver’s licence;
  • Conditions that a driver’s licence bears.

This section provides information about:

  • The status of the driver’s licence;
  • Active demerit points on file;
  • Current violations;
  • Conditions that the driver’s licence bears;
  • The class or classes of driver’s licence;
  • Violations issued and convictions connected to driving a heavy vehicle;
  • Accidents connected with driving a heavy vehicle.

In 1921, Swiss psychologist Carl G. Jung identified and described four basic personality types corresponding to the following four psychological functions: thinking, feeling, intuition and sensation. Jung divided these four types into two groups and named them the “libido” and “energy”, which later became known as “extrovert” and “introvert”. 

In 1928, Dr. William Moulton Marston, the founder of the DISC system, developed the theory that we use today, described in his book “The Emotions of Normal People”. In it, he pointed out that people’s behaviour evolves in two directions which, when placed at a right angle, form four quadrants, each of which represents a distinct behavioural model: Dominance (red), Influence (yellow), Steadiness (green) and Compliance (blue): DISC. 

The “Success Insights” program, which provides a visual colour association for each quadrant, offers a modern computerized system that is integrated into a model based on the behaviours and their relationships. The output is established by the individual’s answers to the human behaviour analysis questionnaire, and is easy to understand and surprisingly revealing.

If your human resources managers favour the use of a behavioural test in their recruitment process, we would be pleased to send you a complementary “Success Insights” questionnaire, which would only take about ten minutes to complete, allowing you to assess its relevance.

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