Background and reference checks can be troublesome because they can be time-consuming to conduct, and it's not always possible to obtain useful information from them. However, like panning for gold, finding an occasional nugget or two in the background and reference checks that you do can make the whole process worthwhile.
As the old saying goes, the best predictor of a person's future behavior is his past behavior. Interestingly, current neurological research reinforces this point. When we make choices, it creates a decision path in the brain, and the new research shows (just as our grandmothers used to tell us) that it's easier to follow that established decision path the next time a similar decision has to be made. This helps explain why so many criminals are repeat offenders; the easiest thing for them to do is what they have done in the past.
The primary reason to do background and reference checks is to confirm the facts the applicant has presented about the experience, knowledge, and abilities that he has claimed. For example, if knowledge of mechanical engineering principles and practices is required for a position in your company, and the applicant's claim to that knowledge is based on a college degree he lists on his resume, it make sense to verify that he actually has worked for and obtained that degree and the knowledge that it signifies.
Background checks can also provide information that has a direct bearing on an applicant's suitability; for example, multiple DUI arrests might disqualify an applicant for a driver position, or excessive credit card debt with a history of slow paying might be a disqualification for a senior financial officer position. Background verification requires a time consuming tracking down of details. For that reason it can be handled most efficiently by companies that specialize in providing that service.
Reference checks can help you learn less tangible kinds of information - for example, what kind of performance can you reasonably expect on the job, how does the applicant get along with people, how does he handle mistakes and challenges?
When You Make Reference Calls...
The process of checking an applicant's previous employment references, like every other aspect of the selection process, includes some things that you need to do and some things that should be avoided.
First, always try to locate an applicant's former direct supervisor or a coworker. You should talk to someone who was in a position to have observed the applicant on the job. Always verify the person's position relative to the applicant: is this a former manager, a coworker, or a subordinate? Begin the conversation by assuring them that you are not asking them to provide you with any confidential information; instead, you are just trying to get to know the applicant and what he will bring to the job if he is hired.
When you make background verification or reference check phone calls, be sure to keep a written record of your call. You should include the date and time of the call, the name and title of the person you talked with (and don't be reluctant to double-check spelling of the name), and then your notes about what you asked and how the person responded. This is important because legal precedents have established that the previous employer has a duty to warn, and the prospective employer has a duty to ask, about potential work place risks. Even if the person with whom you talk will only verify dates of employment, you should keep a record of your call and what you asked.
Have a list of questions ready, such as:
* How would you rate Mr. Jones's work performance overall?
* What were Mr. Jones's significant strengths?
* What was the biggest challenge Mr. Jones faced while working for/with you?
* How did he handle that challenge?
* What have I not asked that I should have asked?
* Is Mr. Jones eligible for re-hire? If not, why not?
When you make calls to check references, there are a number of pitfalls that you need to be aware of:
* The person you are talking to may not be completely honest with you.
* You may be talking to a company that fakes verification of background information. Yes, such companies do exist. Some even offer the feature of providing phone numbers to call that will be answered by one of their employees who will "verify" employment, education, or other claims.
* You may be talking to a person who, for whatever reason, didn't like the applicant and, as a result, may overstate the applicant's liabilities.
* On the other hand, you may be talking to a person who really liked the applicant and will exaggerate the applicant's positive attributes.
The bottom line is to bring a large bag of salt with you when you make reference phone calls and evaluate the information you get with a skeptical eye.
What To Do With The Information
If the result of your background and reference checking yields information that doesn't match up with information you have obtained from the applicant's resume and from his interviews, don't assume that the applicant is trying to deceive you. Instead, simply point out the discrepancies to the applicant and ask for clarification. How can the discrepancies be reconciled? Take careful note, not only of what the applicant says, but also look at how he says it. Watch body language. Does the applicant squirm? Does he stutter and stammer when he answers your questions? You want to be reassured that the discrepancies you have found have acceptable, credible explanations, and that the applicant is capable of fulfilling the duties and responsibilities of the job in question. In addition, you want to be reassured that the applicant is not going to be a risk to the company.
The Final Word
Still not convinced that doing background and reference checks are worth the time and effort? Check out the results of this study: ADP Screening and Selection Services verified 2.6 million resumes and found that 44% contained fabricated work histories, 41% had fabricated education, and 23% contained falsified licenses or credentials. Breaking these numbers down means that as many as two out of every five of your applicants might have fabricated some part of their work history and education, and one out of every four could be falsifying their claim to licenses or credentials.
Background and reference checks are one of the most easily overlooked parts of the selection and hiring process. Unless they are required by statute, it might seem easier to avoid making those phone calls or paying for background checks. Remind yourself that the basic purpose for background and reference checking is to make sure the applicant is who, and what, he has represented himself to be, and then develop a standardized system to simplify that part of your selection process.
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