Police Information Check Edmonton: Employer Requirements and Common Misconceptions

Table of Contents

Introduction:

Hiring in Alberta’s capital comes with a fair share of responsibilities, especially when it comes to due diligence. A police information check in Edmonton is often a critical part of the pre-employment screening process—but many employers misunderstand what these checks include, what they’re legally allowed to request, and how to interpret the results. As Canada’s hiring landscape grows more competitive, being equipped with factual knowledge and digital tools can help HR teams avoid costly delays or legal missteps. Here’s what you need to know about Edmonton police checks—and how Credibled makes them faster, fairer, and fully compliant.

What Is a Police Information Check (PIC) in Edmonton?

In Edmonton, a Police Information Check (PIC) is a formal document prepared by a police service, like the Edmonton Police Service (EPS), that verifies whether an individual has a criminal record or any police-reported interactions. It’s not a one-size-fits-all process. Understanding the differences between various types of checks is essential for hiring managers.

The 3 Main Types of Police Checks in Alberta

Criminal Record Check (CRC): A basic name-based search for convictions in the National Repository of Criminal Records maintained by the RCMP.
Police Information Check (PIC): Broader than a CRC; includes local police information like outstanding charges, warrants, or judicial orders.
Vulnerable Sector Check (VSC): Required for roles involving children or vulnerable adults, this check adds a deeper layer including pardoned sex offences.

What’s Actually Included in a PIC?

A typical police information check in Edmonton may include:

Convictions from the RCMP’s criminal database
Outstanding warrants or charges
Local police interactions, if deemed relevant
Conditional or peace bonds, restraining orders

Not all non-conviction records are included automatically; police services weigh relevance and privacy before disclosure.

Employer Requirements: What You Can Legally Ask For

Employers cannot adopt a blanket approach when it comes to screening. Each police check must be tied to job-specific needs, and employee privacy must be respected throughout the process.

Informed Consent Is Non-Negotiable

Before requesting a PIC or background check, employers are legally required to obtain written, informed consent from the candidate. This step cannot be skipped under any circumstance, and failure to do so may lead to legal consequences.

Role-Dependent Justification

It’s important to match the level of screening with the responsibilities of the job:

A delivery driver may need a CRC and driving record check.
A teacher or daycare worker may require a VSC.
An office assistant may only need a standard reference check or employment verification.

Credibled supports tailored screening for each role through its automated reference and background check solutions, making compliance easier to manage.

Respecting Privacy and Human Rights

Employers must steer clear of overreaching. Requesting a VSC for a role that doesn’t involve vulnerable populations or misusing police data can lead to privacy violations. Tools like Credibled’s background check platform offer role-specific guidance and ensure compliant practices.

Common Misconceptions About Police Checks in Edmonton

Misunderstandings about police information checks are surprisingly common, and they can slow down or complicate the hiring process. Here are a few that still persist.

“All Police Checks Are the Same”

One of the most frequent mistakes is assuming that a CRC, PIC, and VSC are interchangeable. Each serves a unique purpose, and using the wrong one for a role can delay hiring or even risk legal action.

“I Can Just Google or Check Social Media Instead”

Some hiring managers turn to informal methods like reviewing a candidate’s social media profile to avoid the wait for police data. However, this can lead to serious compliance issues. Informal checks lack consistency, can introduce bias, and may violate privacy laws. Instead, use Credibled’s Social Media Screening tool , which flags job-relevant risks like hate speech or violence—without ever breaching compliance.

“I’ll Receive Everything About the Candidate’s Past”

Even a full police information check in Edmonton doesn’t reveal every detail of a person’s history. For instance, non-conviction data or stayed charges may not be disclosed unless they are relevant to the role and cleared by police discretion. Employers need to understand the limits and ethical use of this information.

Platforms like Credibled offer seamless integration, fraud detection, and real-time processing, helping employers make informed hiring decisions.

Automating Police Record Checks with Credibled

Modern hiring doesn’t have to mean mountains of paperwork or long delays. Credibled enables organizations to screen faster and smarter—without cutting corners.

How It Works with Credibled

Credibled can return Canadian criminal record results in as little as 15 minutes. The platform allows HR teams to send screening links via email or SMS, collect candidate consent digitally, and receive results through an easy-to-use dashboard. Whether you’re hiring five people or fifty, automation ensures consistency and compliance.

Additional Verifications That Complement PICs

ID Verification: AI-driven selfie + ID matching with 13,500+ supported documents
Social Media Screening: Analyze public posts for risk factors such as bullying, hate speech, or drug use
Reference Verification: Digitally automated reference check requests to reduce bias and boost response rates
Education & Credential Checks: Validate academic history with speed and accuracy

All services are backed by usage-based pricing and 24/7 support.

Conclusion:

For Edmonton employers, understanding what a police information check in Edmonton really involves—and what it doesn’t—is key to faster, safer hiring. With privacy laws tightening and hiring timelines shrinking, there’s little room for guesswork or outdated methods. Tools like Credibled’s automated background and reference check platform eliminate friction, reduce legal risks, and deliver trust at speed.

To learn more or get started with compliant, automated screening today, visit Credibled’s Background Check Services or Reference Check Services.

FAQs

1. How long does a police information check take in Edmonton?

Traditional police checks can take 1–2 weeks, but Credibled’s automated system can return criminal record results in as fast as 15 minutes.

2. Is a vulnerable sector check required for all roles?

No. VSCs are only appropriate for positions involving direct contact with vulnerable populations, such as children, seniors, or individuals with disabilities.

3. Can an employer refuse to hire someone based on police check results?

Yes, but only if the results are directly relevant to the duties of the position. Employers should document how the record affects role suitability.

4. What if a candidate refuses to provide consent for a PIC?

Without informed consent, you cannot legally perform the check. While refusal may be a red flag, each case should be evaluated individually.

5. Is checking social media a good substitute for a police check?

No. Informal social media screening can lead to legal risks. Instead, use Credibled’s compliant social media screening tool to gain relevant insights without breaching privacy.