Many employers don’t perform a thorough pre-employment background check as many don’t perform reference checks as part of a complete employment screening program. Criminal background checks and social security validation don’t always give a complete picture of a potential employee. Reference checks completes the background screening process by validating certain information provided on an employment application.

Professional reference checks include previous employer verification, education verification, licenses and certifications verifications and also personal and professional reference checks. Additionally other information can be verified as well such as military service records.

Reference checks are a critical part of a pre-employment background check, but sometimes they are forgotten or overlooked or not taken as seriously as one might expect.

Don’t forget about Reference Checks…

Reference checks are a critical component in background screening, one that is vital in verifying information provided by applicants. Sometimes certain kinds of reference checks can take days to complete as the person needed for the reference check may not be readily available. However, when making a long-term decision such as hiring someone it is worth the wait to acquire all the information necessary before making a permanent hiring decision.

From theBalanceCareers.com (Apr. 17, 19):

Many employers check references as part of the hiring process. A reference check is when an employer contacts a job applicant’s previous employers, schools, colleges, and other sources to learn more about his or her employment history, educational background, and qualifications for a job. ^{thebalancecareers.com/what-is-a-reference-check-2062974}

As with any part of the pre-employment background screening process, a reference check, in most cases, must be allowed or given permission by the applicant. Generally, an applicant will sign a release form which will allow for HR or a third-party background screening agency to conduct a reference check. Explicit permission must be granted by the potential employee/applicant in order to use an “investigative consumer report” which may include information about the character of the person, general reputation, personal characteristics and mode of living. This information may be obtained by interviews from people acquainted with the person being investigated.

To read more about why reference checks are such a critical part of the overall pre-employment background screening process and how they paint a more accurate picture of an applicant read recent CriminalBackgroundRecords.com press release: But What About Reference Checks as a Part of Pre-Employment Background Screening