Your Resume vs. the Job Application Form

When you prepare your resume, you try to design it to represent yourself in a way that will entice an employer to want to meet you. And some items might cause you to worry about how they will portray your work and education history. For example, should you say that you graduated from university, when in fact you are short two or three courses? Or, should you say that you resigned from a job last year, when you were actually laid off? And, should you fudge the dates of entries to obscure a period of time when you were not in school and not employed?


Such temptations are understandable, but are they worth using? The information that you provide on your resume, and how you express it, is entirely up to you. After all, the resume’s sole purpose is to get you the interview, during which you can elaborate on your skills and abilities.

If you are fortunate enough to get your foot in the door, the interview will undoubtedly expect you to expand on the details you’ve given in your resume as well as discuss many other related and unrelated aspects of your life history. Inevitably, any shortcomings that your resume has could easily be revealed. As well, you will quite likely be asked to complete a job application form.

Three major aspects of the application form are worth noting: Your resume is not a legal document, but the application form is; its design requires that you provide particular information, completing sections appropriately; and you are required to sign and date it to attest to the fact that everything you’ve supplied is the truth.

What you state on your application form must complement your resume; otherwise, your integrity will come into question. And the now-commonplace background check that employers undertake will verify your education, your work history, and your criminal background, should you have one. Recruiters might also run a credit check if you are applying for work in the financial field or a motor vehicle record check if you are required to drive for your job. In fact, many companies will run these checks regardless of the position for which you have applied.

Therefore, you need to be completely honest and truthful when completing the application form, being as specific as possible, because the details will be verified. And should anything that misrepresents you be discovered after you’ve being hired, the consequences could be dire.

If you want to leave a job off either your resume or the application form, do so; but do not adjust the dates of other entries to cover the time period. If the dates are not consistent with the resume’s data, both documents will come into question and cause the recruiter to question your sincerity and honesty.

The application form will likely ask if you have ever been convicted of a crime. This includes DUIs, which is the most common charge that will show up on background checks. If you have a criminal record, you could still quite possibly get hired; but if you do not disclose it, you will not likely get hired if this omission is revealed, simply because you lied. Your criminal record could be overlooked, depending upon what you did, how long ago it happened, and your explanation of the incident.

So be honest and forthright with all your details. Better still, if you have a charge that can be expunged, you should apply for a Pardon. This process will seal your record, removing it from federal databases so that it is no longer visible and cannot be accessed. Pardon Services Canada can assist you. A Client Specialist will ensure that all the required forms are created and compiled to support your application. Pardon Services Canada’s pro-active approach ensures that your case is processed expeditiously and you will be kept informed at each stage of the process. Your pardon is guaranteed.

How Will Your Facebook Page Measure Up?

Job seekers are now, for the most part, aware that corporate human resource departments undertake traditional background checks and credit checks as part of the assessment of an applicant’s eligibility. Understandably, when considering candidates for hiring or promotion, companies have an obligation to assess employment risks. But a new dimension is surfacing: Social network screening and monitoring is now becoming part of the process.

It is undeniable that companies will search the web to investigate prospective employees, using Google on an ad hoc basis for quick online searches. And another aspect is monitoring of online habits of potential and existing employees. A company is exposed to risk if it’s not conducting due diligence on an employee who is publicly behaving on the Internet in a way that indicates risk for the organization.

Social media networks, including Facebook, MySpace, Twitter, Flickr, Youtube, LinkedIn, and individual blogs are the target of such scrutiny. One might well feel that such investigation constitutes an invasion of privacy, whereas others say that accessing anything “published” is fair game. Regardless, people currently seeking employment are well advised to ensure that their online sources reflect as positively as possible on their judgment, remembering that a Facebook page can serve to boost a job seeker’s odds of landing a job. A professional presentation and the right affiliations can’t hurt!

Job seekers who have a criminal record can also benefit from obtaining a pardon, which will seal the record so that it is no longer visible. Contact a Client Specialist at Pardon Services Canada for a complimentary private consultation. All information related to the pardon process is handled discreetly and kept strictly confidential.

The Benefit of Time – The Crime Bill and Harper’s Priorities

While Stephen Harper is preparing to recall Parliament, the anticipated whirlwind session will see a fulfillment of the Conservative’s legislative priorities. The return to the Commons is going to be framed using four broad priorities: the budget’s “low-tax plan for jobs and economic growth” to aid the recovery and their “low-tax plan for families,” including the budget’s tax cuts; legislation to crack down on elder abuse; slaying the deficit; and the omnibus crime bill.

Tabling the omnibus crime bill containing a rewrite of justice laws will fulfill their tough-on-crime agenda. This crime bill will be a bundle of 11 pieces of law-and-order legislation wrapped into one bill that the Conservatives promised to pass within 100 days of taking power.

The 11 justice bills that will comprise the omnibus crime bill would:

•   Crack down on organized drug crime
•   End house arrest for serious and violent criminals
•  End house arrest for serious personal injury offences such as sexual assault
•  Eliminate pardons for serious criminals
•   Establish tougher sentences and mandatory jail time for sexual offences against children
•  Strengthen the handling of violent and repeat young offenders (Sébastien’s Law)
•  Give law enforcement and national security agencies up-to-date tools to fight crime in today’s high-tech telecommunications environment
• Give the government more discretion when considering requests to transfer Canadian prisoners to Canada from other countries
• Provide police and the courts more tools to investigate and prevent terrorism
• Allow victims of terrorism to sue perpetrators and supporters of terrorism in Canadian courts
• Streamline long and complex trials

This pledge has recently been clarified as being 100 sitting days in the Commons. Thus, the crime bill could take until the fall to be made into law. Time then seems to be on their side, so to speak, giving the Conservatives a chance to review all its components and consider the consequences.

The Tories’ “Here for Canada” plan focuses on five key priorities:

• Creating jobs through training, trade and low taxes.
• Supporting families through our Family Tax Cut and more support for seniors and caregivers.
• Eliminating the deficit by 2014-2015 by controlling spending and cutting waste.
• Making our streets safe through new laws to protect children and the elderly.
• Standing on guard for Canada by investing in the development of Canada’s North, cracking down on human smuggling and strengthening the Canadian Armed Forces.

Will Mr. Harper be able to achieve his justice bill pledge, see the crime bill reach fruition in 100 sitting days? Or will the Conservatives, given the benefit of time to consider its ramifications, take a more gradual approach that allows Canadians to understand its impact more fully and to provide input.

Canadian Criminal Records – The Stumbling Block for would-be Volunteers

Canadians love to volunteer. Each and every day, Canadians devote their time to worthy causes. In fact, over a third of Canadians over the age of 15 have volunteered! The benefits of volunteering are tremendous, both on a community level, as well as personally. Volunteering gives Canadians the opportunity to give back to their great communities, or to contribute to a worthy cause. Furthermore, the personal benefits gained from great team environments, involvement in event planning, coordinating, and multiple other business operations are invaluable to Canadians looking to gain experience to supplement their resumes and CVs.

            

The opportunity for volunteering is drying up in Canada, however, as a result of recent criminal legislation. This legislation stipulates that an increasing number of volunteer organizations, including many large and well known non-profits, require criminal back ground checks on prospective volunteers. This legislation is not limited to any province in specific; it has a nation-wide effect.

            

The results have had an impact on the organizations as well as the prospective volunteers. Firstly, the organizations that are now required to get the criminal background checks face increasing waits with the Royal Canadian Mounted Police (RCMP) for their results as more and more requests pile up. Secondly, these organizations, due to the long processing time, lose out on valuable volunteers which many rely on for their day-to-day operations and special events. Finally, the would-be volunteers lose out on the opportunity to give back to their community or cause, as well as the valuable experience that volunteering provides.

           

13% of Canadians have a criminal record. This is a large number of Canadians that are being excluded from the ability to volunteer. It is important that checks be done in some circumstances for safety and diligence; however, the broad and often misrepresentative criminal record checks provided by the RCMP’s database which logs all encounters, not just offenses, can be seriously harmful to great volunteer candidates.

            

A criminal record check can be done quickly and affordably. It is in the best interest of these good Canadian samaritans to get a fast, cheap, background check to expedite volunteering and to get back to doing good for the community, environment, Canada, and themselves. 

Dusting for Prints – Increased Fingerprinting and Criminal Record Checks Delays Hiring

 The prospect of having one’s fingerprints taken as part of the job application process can seem intimidating, to say the least. Not only could a person be taken aback to learn that all information provided on a resume and during an interview would not be sufficient to make a hiring decision, but he could also be somewhat unsettled to learn that a criminal record check, and sometimes a credit check as well, must be undertaken.

The RCMP’s Canadian Police Information Centre (CPIC), a national database, contains a range of useful information maintained primarily for law enforcement. Increasingly, though, it is also an important source of information for employers screening new hires and prospective promotions because it is the only national database of criminal records.

Alternatively, through a “local indices check,” a check of police files and occurrence reports within a region, a broad range of information can be provided. However, the RCMP has issued an interim policy directing what local police forces can say in response to basic searches based on a name and date of birth search alone. If an individual is found to have a record based on such a search, the response is to be:

Based solely on the name(s) and date of birth provided, a search of the National Criminal Records repository maintained by the RCMP could not be completed. In order to complete the request, the applicant is required to have fingerprints submitted to the National Criminal Records repository by an authorized police service or accredited private fingerprinting company. Positive identification that a criminal record may or may not exist at the National Criminal Records repository can only be confirmed by fingerprint comparison. Not all offences are reported to the National Criminal Records repository. A local indices check may or may not reveal criminal record convictions that have not been reported to the National Criminal Records repository.

This qualified statement is deemed necessary to ensure accurate identification. But there is no expeditious process to verify a criminal record. The RCMP’s current verification process can take more than 120 days to complete. The process requires the individual to go to a police station or other certified fingerprinting service. Furthermore, the results of this drawn out process are delivered to the employer – not the prospective employee – not allowing for a chance to explain or justify any erroneous circumstances.

This time factor has significant impact on employers to be sure. The potential delays in making hiring decisions will prove problematic: Will employers risk waiting to hire verified candidates, only to possibly lose them to other employers? Will they bear the risk of hiring non-verified applicants on an interim basis?

Employer reliance on local indices checks is concerning, to be sure. They take time, as we know, but they also leave questions about coverage and human rights compliance – the process needs to be fair and justifiable, both ethically and legally.

Avoid the issue before it becomes detrimental. Get a criminal record check and if there is a need and the situation allows apply for a Canadian Pardon – it is a right of every Canadian. With a pardon no employer will be able to see previous convictions on the search mentioned above. 

4.5 Million Need Not Apply – Criminal Records Catching Up With Canadians

           The myriad of job seekers in the post-recession economy was dealt another blow as revealed by a new report by the National Employment Law Project (NELP). The Report shows that 90% of companies use criminal background checks at some point in their hiring policies. The rise in the use of criminal record checks is now being coupled with stringent and unfair hiring policies in regards to previous criminal records. Companies such as Domino’s Pizza, Lowe’s and RadioShack have implemented policies that require applicants for positions to have “no criminal record. Period.” These employers alone comprise 415,400 jobs in Canada, the United States and abroad. Over 1 in 10 Canadians and 1 in 4 Americans have a criminal record. Many applicants have a record for minor offences that occurred years before and hold no bearing on the current position even so, they are not even considered.

               

             Labour advocacy groups have been arguing against the blanket restrictions on criminal records being imposed. Despite these calls to action the number of companies conducting background checks on applicants continues to grow. The argument that is put forward by advocates of the blanket restrictions is those corporations have a duty to provide a safe work environment for employees and customers. While this is true, a blanket restriction eliminates suitable candidates for discretions that are long since passed and currently have no bearing on the job or workplace security. The overall effect is detrimental to all parties as the possible pool of suitable employees is drastically reduced and the risk of recidivism and future crime is increased by unemployment.

               

             The recommendations that are made by labour advocates are sound. The restrictions on people with criminal records should be lessened to allow all suitable applicants the chance to apply for the betterment of the applicants and the corporations. There is an apparent need to protect job seekers from arbitrary, discriminatory and potentially illegal hiring practices.

             

             In Canada, the recourse against the wave of companies using background check lies in the realm of Pardon Services. Any Canadian can apply for a pardon if they have met the conditions and sentencing of the offence. Once obtained, a pardon can seal a criminal record from a corporation performing a background check. Through a pardon Canadians have the ability to leave their past behind them and continue towards a new job, career advancement, volunteer positions and a wealth of opportunities previously shut out because of a criminal record.

              

            For more information on changing Criminal Record Legislation, Pardons and Record Suspension in Canada visit this informative Blog – Pardon Me, Canada.