Why You Should Verify Potential Employee References
You’ve completed a series of interviews with an impressive candidate who seems perfect for the job, and you’re sold. Is it really necessary to check references before extending the offer?
Verifying references often is the last step that business owners and hiring managers take before bringing a new employee on board. In many cases, reference checking is viewed as a mere formality and receives minimal time or attention. After all, the logic goes: Any references supplied by a candidate likely will give only glowing reviews.
The truth is, reference verification should play an important role in consideration of candidates who make it beyond the early stages of your hiring process. Here are three reasons why it’s critical that you verify references before making a job offer.
1. Catching Falsehoods
Your background verification process goes a long way toward confirming facts that prospective employees present in their resumes, on their applications and in interviews. However, background screenings may not catch everything.
People who know an applicant may be in a position to provide you with information about multiple factors that can impact how a prospective employee may or may not fit with your organization. Past employers, especially, typically can help verify basic facts like dates of employment, positions held and the duties that accompanied them, and the types of work performed.
Some past employers will go even further, providing you with valuable information on your applicant’s work style and behaviors. After you’ve spent some time getting to know your applicant — through provided information and interviews — you may find that a past employer supplies you with information that indirectly confirms or refutes what the candidate has told you.
For example, if a candidate has touted certain attributes such as acting as a team player or going above and beyond job duties, you can ask a past employer how the individual demonstrated those traits in the past. In addition, an often-telling question to ask is, “Would you hire this employee again?” Many employers will give you an enthusiastic “yes,” but hesitation in answering also can provide you with valuable information.
If past employers seem reticent, you can let them know that in most states, information they provide is protected unless they know it’s false or they provide it while recklessly ignoring the truth.
2. Verifying Trustworthiness and Reputation
In the hierarchy of important references to check, past bosses reign supreme, and you should consider it a warning sign if a candidate offers you only former colleagues as references rather than past employers.
However, personal references other than supervisors also can provide you with valuable information.
Job applicants know that employers often don’t bother to check references due to the pervasive idea that listed references are simply friends of the candidate. In fact, some candidates are counting on you not to check their references.
If you opt to communicate with personal references other than past employers, try to call rather than emailing. You may be able to glean subtle but important information by phone that you wouldn’t get solely via text communication. To avoid claims of discrimination, ask only questions that relate to the position for which your candidate has applied. Before you call, be sure to have the applicant sign a release; the reference may want such authorization in place before speaking to you. Also, note whether the references your candidate provides represent his or her entire work history. Are there certain jobs for which he or she hasn’t offered references? Don’t be afraid to ask for additional names if you uncover gaps in a candidate’s history.
3. Protecting Your Company From a Bad Hire
Many job applicants have mastered the art of painting a compelling portrait of themselves, but how does that presentation stack up to reality?
Ultimately, all the steps in your employment verification — including conducting reference checks — should help you confirm that an applicant has been honest through the hiring process and will be a good fit with your company.
Once you’ve verified references and completed your background screening process, it’s important to document the steps you’ve taken in case a claim of negligent hiring arises in the future. If an employee causes an accident or other harm, you may need to show that you did all you reasonably could to verify the employee’s background.
Get Professional Assistance With Reference Verification
Throughout your employment verification process, it’s important to use consistent practices that satisfy all applicable laws. Global Verification Network assists business owners, hiring managers and other HR professionals with verifying credentials that give you confidence in a candidate’s fitness for employment. For more information about our services or to request a quote for reference verification, please contact Global Verification Network.
- December 2017Purchasing rental property in a college town can be a lucrative investment. Landlords near colleges and universities benefit from high demand, stable rental markets, and an ample pool of would-be tenants. However, renting to students can also have downsides — such as high turnover, poor treatment of the property, and late rent payments by young people with little financial management experience. What are some steps you can take as you rent to college students to choose tenants who meet their financial...
- December 2017Background checks serve as an important step in the application process, providing confirmation of candidates’ credentials and peace of mind for employers. In some cases, comprehensive background checks unearth significant errors — both intentional and unintentional. False information on resumes has become increasingly common, and the repercussions can include hiring unqualified or ill-intentioned workers. Sorting misleading information can prove difficult and time-consuming for employers, but...
- November 2017Making a bad hire can prove costly for your business in wasted resources, damage to your reputation, and lower morale among your team. By conducting a criminal background check for employment as part of your screening process, you reduce the chances of bringing in an employee with a troubling criminal past. All too often, applicants provide false information in their resumes or job applications. In some cases, applicants may attempt to hide information about a criminal record. Failing to conduct a...
- November 2017Replacing an employee can involve a variety of predictable costs, including recruiting and advertising an open position, travel for interviews, signing bonuses, relocation and training. In addition, high turnover rates can impact your business in unexpected ways, through reduced morale, lost knowledge and lowered productivity. In many cases, smart hiring decisions can help reduce turnover and its related costs — both obvious and hidden. By implementing a strategic process for pre-screening employment...
- September 2017Employers, landlords, hiring managers and others who use background information to make decisions about applicants must comply with a variety of federal laws designed to protect the rights of consumers and aid in the prevention of discrimination. One of those laws, the Fair Credit Reporting Act (FCRA), lays out a number of duties for anyone relying on third-party screening firms to provide background information. If you work with a company that provides background checks for information on applicants,...