top of page


  1. Uncover Uncertainties - The primary benefit of a meticulous background check is the greatly increased likelihood of uncovering hidden issues in an applicant's history. Should any issues exist, a comprehensive background check increases the probability of finding these problems.

  2. Reduce Legal & Employment Issues - Thorough screening helps reduce significant legal and employment problems such as negligent hiring liability, absenteeism, other discipline problems, and turnover.

  3. Better Talent Acquisition - With more information at your disposal, your firm can be more confident that a candidate’s attitude, skills, and experience match the position in your organisation.

  4. Discover Fraudulent Claims - Because of the large number of applicants who make false claims (false CVs, qualifications, certifications, etc.), a comprehensive background check will help weed out misleading employees.

  5. Success - The bottom line is that your organisation will likely be more successful by conducting comprehensive background checks.


The results obtained from reference checks are evaluated carefully. Ratings are assigned based on a thorough examination of the examples and evidence provided by the referee. The reference check evidence are integrated across multiple referees and assessment methods to identify any common themes and discrepancies.


B7 verifiers are some of the industry's most persistent and resourceful. With a successful verification rate of 98.8 percent, our verifiers uses any reasonable communication strategy to obtain a verification. To maintain the integrity of our services, all of B7’s verifications are conducted in-house, by our own team of professionally-trained verifiers.


Unlike our competitors who close files after a few verification attempts to keep turnaround time averages artificially low, our verifiers will continue persistent efforts to complete a verification for up to 30 days if needed. There is no predetermined limit on the number of attempts or contact methodologies. However, the maximum number or days of verification attempts may be set by the client.


If a verification request has been submitted with incomplete or erroneous information, B7 will reach out directly to the applicant (with prior client approval) and communicate in real time with the client. All verification attempts are individually logged and may be reviewed by the client at any time.


Latest Job Performance Checks is assessed though a reference check, although additional methods may include the use of a past work sample or performance review.


However Latest Job Performance Checks is assessed, it is done consistently for all successful applicants. Given it is a competition requirement; Latest Job Performance Checks are conducted for every appointment, even for applicants identified for placement to an eligibility list.

Latest Job Performance Checks are usually the final step in the assessment process but may be conducted earlier. They can be scored with a point system or marked as a pass/fail. The types of questions our Consultants ask during the Latest Job Performance Checks are related to the job requirements for the position in question. The results are well documented and included with the final rating guide.


B7 Latest Job Performance Checks is a reliable predictors of future performance. Our Consultants speak with a current and a former supervisor who can provide factual information and document the results in a reference check template.


B7 ensures that all applicants are treated equally. When asking questions related to critical knowledge, skills/abilities and competencies, our Consultants ask the same questions for each applicant.


  1. Preliminary questions. The reference check typically begins with a series of open-ended questions to help the reference checker gain a clear understanding of the referee’s working relationship with the applicant, as well as the applicant’s strengths and areas for development.

  2. Questions for verification. These questions serve to verify applicant information from other selection methods such as the interview.

  3. Job specific questions. These questions ask referees to describe specific actions that the applicant has taken to demonstrate a series of job-relevant skills and competencies. The reference checker’s primary objective is to obtain facts, relevant examples, rather than opinions or general statements.

  4. Overall performance questions. Questions about more sensitive information, such as potentially-inappropriate work-related behaviour, should be asked later in the interview.

B7 Group.png
bottom of page