How to Conduct Reference Checks and Background Screening for Potential Hires?

Hiring the right person for your organization can be a make-or-break decision, and reference checks and background screening can ensure that you make the right choice. Reference checks and background screening can help you verify a candidate's credentials, work experience, and character and give insights into their past behaviour, work ethic, and attitude. With the rise of resume embellishments and falsifications, it's more important than ever to conduct thorough reference checks and background screening to ensure you make the best hiring decision.

Hiring the right person can be a game-changer for any organization, but it's not easy. After all, a candidate's resume can only tell you so much; relying on it alone can be a recipe for disaster. But where do you start? How can you ensure you get accurate information about a candidate's skills, experience, and character? In this blog, we're going to dive deep into the world of reference checks and background screening and provide you with practical tips and unique insights that you can use to make informed hiring decisions. So, let's get started!

Use a variety of sources.

Relying solely on a candidate's previous employer for reference checks may not give you a complete picture. By reaching out to colleagues, clients, or even social media, you can get a well-rounded view of the candidate's work history, skills, and character. According to a survey by CareerBuilder, 58% of employers use professional networking sites like LinkedIn to research job candidates and 51% use social media platforms like Facebook and Twitter.

Be aware of legal requirements.

Ensuring your screening practices comply with local and federal laws is important. Failure to do so can result in legal action and damage your organization's reputation. For example, in 2020, the Equal Employment Opportunity Commission (EEOC) settled a lawsuit for $2.2 million with Pepsi Beverages Company for violating federal law by using criminal background checks that disproportionately excluded African-American applicants.

Use behavioural-based interview questions

Traditional interview questions focusing on hypothetical scenarios or general experience can be unreliable. Instead, ask questions that require the candidate to give specific examples of how they handled situations in the past. This can help you evaluate their problem-solving skills, work style, and decision-making process. According to a study by LinkedIn, behavioural-based interview questions are 55% predictive of future on-the-job behaviour, compared to only 10% for traditional interview questions.

Look for consistency

If the information provided by a candidate's references or in their resume is inconsistent, it may indicate that they're not being truthful. Attention to details like employment dates, job titles, and responsibilities can help you spot potential red flags. According to a study by HireRight, 85% of employers caught lies on resumes or job applications, and 51% of those lies were related to employment history.

Check for cultural fit.

Hiring someone with all the right qualifications but not fitting in with your organization's culture can be a recipe for disaster. By assessing a candidate's personality and values, you can better understand how they'll fit in with your team and contribute to your organization's success. According to a study by Glassdoor, strong company culture can lead to a 20% increase in employee retention.

The End

conducting reference checks and background screening may seem like an extra step in the hiring process, but it's a step that can save you time, money, and headaches in the long run. By evaluating candidates thoroughly, you can avoid the costly mistake of hiring the wrong person for the job. As the saying goes, "An ounce of prevention is worth a pound of cure." So, invest in your hiring process and build a team that will drive your organization's success for years.