Pre-employment screening
A driver has access to the goods, the truck and your clients. Before hiring, we check their identity, background and driving record. Always with their consent. Always within the law.
- Roles covered
- Drivers, warehouse staff, roles with sensitive access.
- Consent
- Candidate’s written consent before any background check.
- Framework
- Québec’s Law 25 and Charter of human rights and freedoms.
Situations we handle
Identity
Confirmation of the candidate’s identity and the consistency of the documents provided.
Past jobs and references
Verification of stated jobs and conversations with references.
Licence and driving record
Driver’s licence validity, classes and driving record.
Criminal record
Only with the candidate’s written consent, and only when related to the job requirements.
Method
Screening without discrimination.
- 01
Defining the role
The real requirements of the role, which determine what may be checked.
- 02
Consent
The candidate’s written consent, knowing what will be checked.
- 03
Checks
Identity, background, references, licence and, when relevant, record related to the role.
- 04
Report
Factual findings, limited to what is relevant to the role.
For the carrier
Trust who is on the road
Drivers whose identity and driving record are verified.
For the warehouse
Protect access to goods
Screen candidates for roles with access to sensitive areas.
For human resources
A compliant process
Consent, relevance and confidentiality, documented.
Frequently asked questions
Can we refuse a candidate because of a criminal record?
Only if the record is related to the job, as the Québec Charter provides. We limit our checks to what is relevant to the role.
Does the candidate have access to the report?
The candidate can exercise access rights under Law 25. We help you keep the process compliant.
Related services
A matter to entrust to us?
We usually reply within 24 business hours. Your request is read only by a licensed investigator.