Reference checks should be conducted after the screening interview.
Only conduct reference checks on candidates who otherwise meet the qualifications of the position.
References can be obtained using a written form or by telephone.
Written forms provide a document for the personnel file and future reference.
Telephone references can expedite the screening process.
Whoever conducts the reference checks should be trained. Contact Human Resource Services for assistance in reference check training.
Ask questions that relate to the individual’s ability to perform the job.
Don’t rely solely on written references provided by the candidate.
Consider using a qualified outside firm to check references. Human Resource Services can provide the names of firms.
Don’t limit reference contacts to those provided by the applicant
Check a minimum of three (3) references.
Document every reference contacted even if individual contacted refused to provide reference information.
Ask open-ended questions about employment history, job performance and potential problems.
Never ask questions relating to age, race, sex, national origin, or disability.
Evaluate negative references fairly. A negative response from one individual doesn’t necessarily mean the candidate is unqualified or difficult to work with.
