#referencecheckingsoftware

Introduction:

When employers in Canada run a background check, they do not get unlimited access to your personal history. What they can see depends on the type of check requested, the role, your written consent, and the rules that apply to that screening.

A background check is a category, not a single report. It can include identity verification, criminal record checks, employment verification, education verification, reference checks, credit checks, driving records, and social media screening. Each one returns specific, limited information.

This is where many candidates get confused. The phrase background check sounds broad, but in practice, employers only see the data tied to the specific screening they ordered. A criminal record check does not reveal your full police file. An employment verification is not a reference check. A credit check is only included when it is specifically requested. Social media screening is limited to publicly available content.

If you want to see what may come up before applying for jobs, you can check your own record first. With MyCheck by Credibled, you can request a Canadian criminal record check from your phone, verify your ID digitally, and receive a result in as little as 15 minutes.

What employers in Canada can usually see in a background check

Identity information

Many background checks begin with identity verification. This confirms the person applying is who they say they are. Depending on the screening, this may include:

legal name

date of birth

address history

government-issued ID details

This step reduces errors and ensures the right records are matched to the right person.

Employment history

Employers can verify basic facts about your previous jobs:

company names

job titles

employment dates

whether you held the role you claimed

This is factual verification, not opinion-gathering. It confirms your application details.

References

If you provide references, employers may contact them to ask about your work style, strengths, dependability, and whether they would rehire you. References are about professional feedback, not factual confirmation.

Education and credentials

If a job requires a degree, diploma, certificate, license, or designation, employers may verify it. This is common in regulated industries and roles where qualifications affect trust, safety, or compliance.

Criminal record information

Employers may request a criminal record check when it is relevant to the role and the candidate has provided written consent. This is one of the most misunderstood parts of background screening. A criminal record check does not give an employer access to your full police file. It returns a specific, defined result based on the type of check ordered.

Credit information

Some employers request a credit check for positions with financial authority, cash handling, bookkeeping, or accounting responsibilities. It is a separate screening, not part of every background check.

Driver's record information

For roles involving driving, delivery, transportation, or company vehicles, employers may request a driving record check. This is role-specific.

Public social media content

Some employers use social media screening to review publicly available content for job-relevant risks, such as hate speech, harassment, or threats of violence. Reputable providers only screen public content. They do not access private accounts, locked profiles, or private messages.

What employers in Canada usually cannot see automatically

Your entire personal history

A background check is not an all-access pass. Employers only receive the information included in the specific screening they ordered.

Every police interaction

A criminal record check does not list every contact you have had with law enforcement. It returns a defined result based on the level of check requested.

Private social media activity

Social media screening is limited to publicly available content. Employers do not get access to private messages, hidden posts, locked accounts, or private groups.

Information outside the scope of the check

Employment verification does not include a credit report. A criminal record check does not include references. Each screening type has its own purpose and its own limits.

Information collected without consent

In Canada, employers must obtain written consent before running a background check. Consent must specify what is being checked and why. A screening that goes beyond what the candidate agreed to is not compliant.

Why the type of background check matters

The most important point in this article: what employers see depends on what they asked to check.

A background check is a category of screenings, not a single report. Two employers can both say they are running a background check while reviewing very different information.

Identity verification confirms identity details.

Employment verification confirms factual work history.

Reference check gathers feedback from listed references.

Education verification confirms school history and credentials.

Criminal record check returns a defined criminal record result.

Credit check reviews credit information relevant to the role.

Social media screening reviews public content for job-relevant risks.

What employers should be careful about

A strong hiring process focuses on relevance. The background screening should match the role, the level of trust involved, and the responsibilities of the position. For example:

a finance role may justify a credit check

a driving role may justify a driver’s record check

a role involving safety, trust, or vulnerable populations may justify a criminal record check or Vulnerable Sector Check

a standard office role may only require identity, employment, and reference checks

The more targeted the screening, the more useful and defensible the process becomes. Employers can learn more about building a compliant screening program on Credibled’s background check page.

What candidates should understand before consenting

Before agreeing to a background check, it is reasonable to ask:

What type of check are you running?

Is it criminal, employment, education, credit, references, or social media?

Why is this check relevant to the role?

What information will be included in the report?

How will my information be stored and protected?

These questions help candidates understand the process and avoid surprises.

Common myths about background checks in Canada

Myth 1: Employers can see everything. They cannot. They only see the information included in the checks they requested and that the candidate consented to.

Myth 2: Every background check includes criminal records. Not true. Some screenings only verify employment, education, identity, or references.

Myth 3: Employers can access private social media. They cannot. Reputable screening only covers public content.

Myth 4: A background check is always the same. It is not. The contents vary depending on what was ordered and what the candidate consented to.

Myth 5: A criminal record check shows everything the police know about me. It does not. It returns a defined result (Negative, Confirmation, Incomplete, Clear, Not Clear) based on the type of check ordered.

Why candidates may want to check their own record first

Knowing what may appear before a hiring process begins helps you:

prepare for the conversation

avoid surprises

confirm your details are accurate

move faster when a job offer depends on screening

conclusion:

The biggest takeaway is simple: employers in Canada cannot see everything in a background check. They only see the information tied to the specific screening they requested, with the candidate’s written consent.

That is why both employers and candidates benefit from clarity. Employers get more relevant screening results, and candidates better understand what is being reviewed and why.

If you want to see what may come up in a criminal record screening before an employer asks, MyCheck by Credibled lets you request a Canadian criminal record check from your phone, verify your ID digitally, and receive a result in as little as 15 minutes.