Nine Tips on Checking References
Checking applicants´ references is one of the most important procedures in the hiring process. Many job seekers misrepresent their backgrounds and credentials; others simply leave out important information. And no matter how honest applicants are, you can still learn a great deal by talking to other people who know them well.
Checking references takes time, but it can save you a lot of money and headaches down the road. A negative reference could save you from hiring someone who is woefully unqualified for a job or who has destructive tendencies that could land you in trouble. For example, you can be held liable for a new hire who becomes violent and injures an employee or customer, or commits fraud — if it´s proven that a reference check would have stopped you from hiring the applicant. The best rule of thumb: Always check applicants´ references before offering them the job.
These nine tips will help you get the goods on a job applicant:
Tell all applicants that you will check their references before you make any hiring decisions. Business owners often hire applicants because of a sharp-looking resume or a "good feeling" from an interview. No matter how quickly you´d like to get a position filled, always perform due diligence before you take the hiring plunge.
Ask each applicant to sign a release form permitting you to ask detailed questions of former employers and other references (sample background check permission forms are listed on this page). Make sure the form prevents the applicant from suing you or any former employers based on the information you learn during the reference checks. Without this permission, you may only be able to confirm employment dates, pay rate and position -- information that tells you little about a prospective employee´s character.
Fax over a copy of the prospective employee´s background check waiver and your personal credentials before you call a prospective employee´s references. Many employers fear being sued for defamation if they say anything negative about a former employee. Your fax will ease their fears. Keep in mind that some states now consider employers´ comments to be "qualifiedly privileged." That means the employer cannot be held liable for the information he reveals unless he knows it to be false or reckless. If that´s true in your state (check with your lawyer), make sure the references know it.
Verify basic information such as employment dates, job titles, salary and types of jobs performed. If one of the basic checks don´t match the prospective employee´s resume or what you heard during an interview, you´ve got a clear sign that something may be amiss.
Avoid vague questions. Ask specific questions based on what you learned about the applicant in the interview. For example: How did the employee contribute to projects mentioned in the interview?
Pay attention to neutral or negative comments from references. Lukewarm comments or half-hearted praise speak volumes. Ask the former employer if they would hire the person back. If they hesitate, move on to the next applicant.
Put less weight on positive references. Most people can find someone to say something good about them. And some employers give positive references even to bad ex-employees because they are afraid of legal action or are tired of paying unemployment taxes on the applicant.
Use former supervisors or senior coworkers as references. An applicant might not want you to contact their current employer (who might not know about the job hunt), but there are always people who can provide a reference.
Don´t rely on prospective employees´ verbal word regarding salary figures. Ask for a current pay stub to verify employment and pay rate.
Guys let me know your feedback on this. Probably with your suggestions we can make this article more informative.
Alpesh Palan
From India, Nasik
1Checking applicants´ references is one of the most important procedures in the hiring process. Many job seekers misrepresent their backgrounds and credentials; others simply leave out important information. And no matter how honest applicants are, you can still learn a great deal by talking to other people who know them well.
Checking references takes time, but it can save you a lot of money and headaches down the road. A negative reference could save you from hiring someone who is woefully unqualified for a job or who has destructive tendencies that could land you in trouble. For example, you can be held liable for a new hire who becomes violent and injures an employee or customer, or commits fraud — if it´s proven that a reference check would have stopped you from hiring the applicant. The best rule of thumb: Always check applicants´ references before offering them the job.
These nine tips will help you get the goods on a job applicant:
Tell all applicants that you will check their references before you make any hiring decisions. Business owners often hire applicants because of a sharp-looking resume or a "good feeling" from an interview. No matter how quickly you´d like to get a position filled, always perform due diligence before you take the hiring plunge.
Ask each applicant to sign a release form permitting you to ask detailed questions of former employers and other references (sample background check permission forms are listed on this page). Make sure the form prevents the applicant from suing you or any former employers based on the information you learn during the reference checks. Without this permission, you may only be able to confirm employment dates, pay rate and position -- information that tells you little about a prospective employee´s character.
Fax over a copy of the prospective employee´s background check waiver and your personal credentials before you call a prospective employee´s references. Many employers fear being sued for defamation if they say anything negative about a former employee. Your fax will ease their fears. Keep in mind that some states now consider employers´ comments to be "qualifiedly privileged." That means the employer cannot be held liable for the information he reveals unless he knows it to be false or reckless. If that´s true in your state (check with your lawyer), make sure the references know it.
Verify basic information such as employment dates, job titles, salary and types of jobs performed. If one of the basic checks don´t match the prospective employee´s resume or what you heard during an interview, you´ve got a clear sign that something may be amiss.
Avoid vague questions. Ask specific questions based on what you learned about the applicant in the interview. For example: How did the employee contribute to projects mentioned in the interview?
Pay attention to neutral or negative comments from references. Lukewarm comments or half-hearted praise speak volumes. Ask the former employer if they would hire the person back. If they hesitate, move on to the next applicant.
Put less weight on positive references. Most people can find someone to say something good about them. And some employers give positive references even to bad ex-employees because they are afraid of legal action or are tired of paying unemployment taxes on the applicant.
Use former supervisors or senior coworkers as references. An applicant might not want you to contact their current employer (who might not know about the job hunt), but there are always people who can provide a reference.
Don´t rely on prospective employees´ verbal word regarding salary figures. Ask for a current pay stub to verify employment and pay rate.
Guys let me know your feedback on this. Probably with your suggestions we can make this article more informative.
Alpesh Palan
From India, Nasik
Hello
I read your article it’s quite informative and research oriented. But the question arise can we 100% sure to received the right feedback from the Interviewee and the Reference code person, Salary and other matters.
Now a day I am working on many HR and Administrative projects. I will share with you sonn.
Bye
Navaid
From United Arab Emirates, Abu Dhabi
I read your article it’s quite informative and research oriented. But the question arise can we 100% sure to received the right feedback from the Interviewee and the Reference code person, Salary and other matters.
Now a day I am working on many HR and Administrative projects. I will share with you sonn.
Bye
Navaid
From United Arab Emirates, Abu Dhabi
HI Navid,
Its very much right that there is no perfect technique for doing reference check but those tips might be helpful.
By the way thanx for the reply. Plz forward me the literature as & when you get it.
From India, Nasik
Its very much right that there is no perfect technique for doing reference check but those tips might be helpful.
By the way thanx for the reply. Plz forward me the literature as & when you get it.
From India, Nasik
Viztar International Pvt. Ltd. (Viztar International) is an ISO 27001:2005 Certified Organization for all types of Background Verification
We offer You Personal/professional reference checks cost effective price and TAT.
Regards
Sunita Pradhan
Business Development Manager
Viztar International Private Limited
9768665552
From India, undefined
We offer You Personal/professional reference checks cost effective price and TAT.
Regards
Sunita Pradhan
Business Development Manager
Viztar International Private Limited
9768665552
From India, undefined
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