With the high levels of unemployment, the massive response to every job posting, and the number of seemingly qualified candidates for every job, employers must beware. Credential fraud is rampant and a growing problem.
Consequently, I am focusing today's discussion on reference checking and the questions you need to ask former employers in a reference check. Even with your best efforts to check a potential employee's job references, employers are leery about responding formally with more than an employment verification. But, you may be able to obtain more information informally if you speak with the employee's immediate supervisor.
Responding to a Reference Check
On the flip side, you need to decide who in your organization can respond to a reference check request, and how they should respond, both formally and informally.
Here is my sample employment reference policy and an employment verification policy. Your employees need to understand who can respond to a formal, versus informal, reference check request in your organization. Potential legal consequences of a poor or inaccurate response are growing and you want to protect your organization.
Not just employment reference checks take center stage currently. I recommend you do conscientious background checking on all components of your candidate's credentials. Avoid later surprises or the need to fire a valued employee for lying.
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Red Flags for Employers
As an employer, you can always hire a reference checking company, like reference-check.com or allisontaylor.com, too. Their job is to find out the most information possible on any candidate.