Reference Checking
Background checking is the process of authenticating the information supplied to a potential employer by a job applicant in his or her resume, application, and interviews. In most application processes, lying about background and credentials will keep the employer from hiring the applicant. Background checking ensures the employer that the candidate has the background and experience he or she claims.
Additionally, if it is determined at a later date through a background / reference check, that an employee lied about credentials, qualifications, experience, education and so forth, the employer may dismiss the employee. This assumes that the employee signed a statement attesting to the truth of his or her provided information.
Common background checks include:
- Verification of academic credentials;
- Verification of prior employment including position, longevity, salary, and job performance, sometimes tracing back ten years or to the three prior positions;
- Discussions with business, professional, and personal references and verification of letters of recommendation;
- Drug screens and occasionally, physical exams;
- Testing to confirm skills and knowledge;
- An Internet search, on the candidate's name, especially at Google.com to confirm an individual's claims about their jobs, performance, awards, and more.
- Especially for accounting and finance professionals, credit checks. Background checking is usually conducted by recruitment professionals, but occasionally, the supervisor of the position being filled assists, especially with reference background checking.
Additionally, background checking of people who are candidates for the same job should be the same. A clear connection should exist between the background checks conducted and the requirements of the job or of basic employment.
Checking job or employment references is time-consuming and frequently unsatisfactory, as many employers, despite recent legislation, refuse to offer more than dates of employment, salary history and job title. Secondly, if you're not careful, each reference check can turn into a friendly chat during which you don't obtain the information you need to make an objective decision about hiring your candidate.
As with most Human Resources processes, a standard reference checking format is useful. You can easily compare candidates and ensure you are asking the "right" questions to make an educated decision before offering the applicant a job with your company.
The following template could prove useful:
(Verify that the candidate's reference checking permission signature is on your employment application before starting the interview.)
Name:
Reference Name:
Company Name:
Company Address:
Company Phone:
Dates of Employment: From:____________________ To:_____________________
Starting Position: ________________________ Ending: ___________________
Starting Salary: _________________________ Ending: ___________________
What does your company do?
Please describe your reporting relationship with the candidate? If none, in what capacity did you observe the candidate's work?
Reason for Leaving:
Please describe the key responsibilities of the candidate in his/her most recent position.
How many reporting staff did the candidate manage? Their roles?
Tell me about the candidate's most important contributions to the achievement of your organisation's mission and goals.
Describe the candidate's relationships with his/her coworkers, reporting staff (if applicable), and supervisors.
Talk about the attitude and outlook the candidate brought to the workplace.
Describe the candidate's productivity, commitment to quality and customer orientation.
What are the candidate's most significant strengths?
What are the candidate's most significant weaknesses?
What is your overall assessment of the candidate?
We are hiring this candidate to (job title or quick description). Would you recommend him/her for this position? Why or why not?
Would you rehire this individual? Why or why not?
Are there additional comments you'd like to make? Is there a question I should ask that I may have missed?
