Many employers don’t perform a thorough pre-employment background check as many don’t perform reference checks as part of a complete employment screening program. Criminal background checks and social security validation don’t always give a complete picture of a potential employee. Reference checks completes the background screening process by validating certain information provided on an employment application.
Professional reference checks include previous employer verification, education verification, licenses and certifications verifications and also personal and professional reference checks. Additionally other information can be verified as well such as military service records.
Reference checks are a critical part of a pre-employment background check, but sometimes they are forgotten or overlooked or not taken as seriously as one might expect.
Don’t forget about Reference Checks…
Reference checks are a critical component in background screening, one that is vital in verifying information provided by applicants. Sometimes certain kinds of reference checks can take days to complete as the person needed for the reference check may not be readily available. However, when making a long-term decision such as hiring someone it is worth the wait to acquire all the information necessary before making a permanent hiring decision.
From theBalanceCareers.com (Apr. 17, 19):
Many employers check references as part of the hiring process. A reference check is when an employer contacts a job applicant’s previous employers, schools, colleges, and other sources to learn more about his or her employment history, educational background, and qualifications for a job. thebalancecareers.com/what-is-a-reference-check-2062974
But what is referenced in a reference check?
Typically, a reference check will review and verify information provided on an application. There are several types of reference checks, depending on the type of information required.
Education Reference – Degrees and certifications can be reviewed for accuracy and validity. There are on-line databases that can provide reference on education and colleges and universities will provide this information was well.
Employment Reference – An employment reference check could be as simple as verifying dates of employment and salary, as permitted by law, but could also include a reference from a manager or colleague.
Trade Association Reference – In some cases an employer may look to an applicant’s associations with Trade organizations or societies as may be related to a specific job or role.
The laws governing reference checks are tricky and often different from jurisdiction to jurisdiction. A best practice remains for employers to work with a well-qualified third-party pre-employment background screening agency in order to stay compliant with law.
One area of a reference check that can be troubling to candidates is called a backdoor reference check or informal background check.
From the blog site Business2Community.com (Apr. 17, 19):
However, an informal reference check is done through personal contacts in the industry. This is the one that’s done on the Q.T. and cannot be controlled or restricted. Here one’s reputation in the industry is what is important. Building such a reputation is a slow, deliberate, and often challenging process. Ruining it can be fast–and difficult to recover. business2community.com/human-resources/are-reference-checks-scaring-you-02190965
While informal reference checks will always happen, there are laws in place that protect applicants from defamation of character.
As always a best practice remains that employers work with a well-qualified third-party background screening agency in order to stay fully compliant. It is important to note that laws governing references can vary from state to state.
As with any part of the pre-employment background screening process, a reference check, in most cases, must be allowed or given permission by the applicant. Generally, an applicant will sign a release form which will allow for HR or a third-party background screening agency to conduct a reference check. Explicit permission must be granted by the potential employee/applicant in order to use an “investigative consumer report” which may include information about the character of the person, general reputation, personal characteristics and mode of living. This information may be obtained by interviews from people acquainted with the person being investigated.
To read more about why reference checks are such an integral part of a complete and thorough pre-employment background check and why waiting a few days or so to get all the necessary reports and reference check results is worth it read recent CriminalBackgroundRecords.com press release: But What About Reference Checks as a Part of Pre-Employment Background Screening