Every agency claims rigorous screening. The difference between a staffing partner and a body shop is what "screening" concretely means. Here is our checklist — use it on us, and on anyone else you evaluate.
Identity and eligibility, verified
Government ID, SIN validation, and work-authorization checks on every candidate — before any placement, no exceptions. This protects you from compliance exposure you may not know you have.
A real interview, not a form
Work history walked through job by job, gaps explained, transportation confirmed, shift preferences honestly established. Mismatched shifts are the number-one preventable cause of no-shows.
References that get called
Ask your agency plainly: "Do you call references before the first placement?" Then ask how many they reach. The honest answer tells you everything about their standards.
Safety credentials before day one
With us, WHMIS certification and safety orientation happen before the first shift, and equipment certifications (forklift, working at heights) are verified documents, not checkbox claims.
The screening that only agencies can do
Performance history across placements. A candidate with three completed assignments and two clients requesting them back is a lower-risk hire than any interview can identify. Ask your agency whether they track it. We do — it is the engine of our 98% fill rate.