Conducting Candidate Reference and Background Checks

Checking a candidate’s references and background is a key part of hiring. While most organizations may have the stringest processes and guidelines in place, often these can be challenged because of time constraints and limited bandwidth when it comes to a new hire. These checks help verify the accuracy of a candidate’s resume, assess their past performance, and ensure they meet the company’s standards and requirements. 

This blog discusses the key differences between reference and background checks and outlines some best practices to get started.

Reference Checks vs. Background Checks

While both background checks and reference checks are frequently utilized in the recruitment process, they are different from one another and offer varying degrees of verification. 

Reference checks involve talking to a candidate's previous employers or colleagues to learn about their work performance, character, and other important details. Background checks verify the authenticity and accuracy of a candidate's history, such as their job history, education, and any criminal records. Both checks are important for making critical informed decisions and understanding any risks when hiring a new employee.

Check: Reference

Checking references involves contacting past employers, supervisors, schools, and other sources to confirm crucial information and learn more about a candidate's background, experiences, and talents. Verify that the names and contact details of at least three references are included in the candidate's curriculum vitae.

Here’s how to proceed.

• Consult the hiring team for feedback

Even if the panel has already decided to hire a candidate, as an HR professional, you should recognize that there is always more information to gather from the interview process. Ask the team if they have any reservations about the candidate or, perhaps something the candidate mentioned about his previous employment that they would want to know more about. In this sense, the interview team's feedback will help you prepare your questions.

• Ask specific questions

"We heard X contributed to the creation of your new website. Could you elaborate on their involvement in that project?"

"How did X handle conflict? What about scrutiny?" 

"Did the candidate get along with their coworkers and management?" 

Asking specific questions related to their current/previous experience will help you determine whether the candidate is fit for the required position.

Check: Background

Some candidates with only a high school education have falsely claimed to hold a PhD. In other instances, individuals were terminated by their previous employers for stealing tangible assets or intangible assets such as confidential data or intellectual property. Hence, background checks are an essential and non-negotiable part of the hiring process.

What exactly do you need to know?

You ought to research the following details:

• Criminal

• Driving

• Residence

• Identity

• Credit

These can be checked by an external agency or yourself. All you need to do is ask the respective authorities to verify the information provided by the candidate.

Beyond that, do not forget about public records and, of course, social media. Check their LinkedIn and Instagram profiles to do a quick preliminary check.

Parting Thoughts

Background checks, frequently conducted by agencies, confirm a candidate's identity, criminal history, and other personal records. Reference checks, on the other hand, involve contacting previous employers to evaluate a candidate's abilities, demeanor, and experiences. Following the interview process, both are crucial measures to guarantee the chosen candidate's integrity and qualifications.