Connecticut Guidelines for Performing Reference Checks
Description
How to fill out Guidelines For Performing Reference Checks?
Finding the correct authentic document template can be quite challenging. Obviously, there are numerous templates available online, but how can you locate the authentic form you need.
Utilize the US Legal Forms website. The platform provides thousands of templates, including the Connecticut Guidelines for Conducting Reference Checks, that you can utilize for business and personal purposes.
All of the forms are reviewed by professionals and comply with state and federal regulations.
Once you are confident that the form is suitable, click the Get now button to acquire the form. Choose the pricing plan you wish to use and input the necessary details. Create your account and process the payment using your PayPal account or credit card. Select the file format and download the official document template to your device. Complete, edit, print, and sign the obtained Connecticut Guidelines for Conducting Reference Checks. US Legal Forms is the largest repository of official documents where you can find a variety of document templates. Utilize the service to obtain professionally crafted paperwork that adheres to state requirements.
- If you are already registered, Log Into your account and click on the Download button to retrieve the Connecticut Guidelines for Conducting Reference Checks.
- Use your account to navigate through the official forms you have acquired previously.
- Proceed to the My documents section of your account to obtain another copy of the document you need.
- If you are a new user of US Legal Forms, here are simple steps you should take.
- First, ensure you have selected the correct form for your city/region. You can view the form using the Preview button and read the form description to ensure it fits your needs.
- If the form does not meet your criteria, use the Search bar to find the right form.
Form popularity
FAQ
Traditionally, a reference check is often conducted through a lengthy phone interview. During this process, it is not uncommon for recruiters or hiring managers to spend hours of time chasing down references and verifying data.
You haven't asked your references for permission.Always ask for permission to use someone as a reference, and give them as much information about the jobs you're applying for as possible.
Don't ask about a candidate's sexuality, age, religion or similar matters. Anything related to personal health. Don't ask about a candidate's medical history or the existence of disabilities. You can ask whether the candidate is capable of performing the tasks that the job requires.
What about reference checks? If you haven't called the list of former employers provided to you by the candidate you may be making a huge mistake. Reference checks shouldn't be considered a formality or a nuisance, they are essential to the hiring process.
Marital Status, Family, and Children An applicant's marital status and family life, including current or planned children, have no place in a reference check. For example, if a hiring manager asks about a candidate's family and does not hire the applicant, the company could be liable for discrimination.
If the employer has any doubts about whether or not the individual has given consent, it should contact them to check that they wish the reference to be provided. The employer should obtain the consent in writing if possible, or should at least make a note of the individual's verbal consent.
The Legality of Reference ChecksThere are no federal laws preventing them from giving you more info on your candidate, just company policies aimed at reducing risk of liability for discrimination and/or defamation.
There is no limitation on the pre-employment references that can be contacted unless the candidate specifically requests this. However, no reference checking whatsoever should be done without the written consent of the candidate.
You can legally state facts in response to a reference request. These facts may include whether your ex-employee failed a company drug test, the results of which were officially documented. In this case, you can legally state that your employee was fired or let go due to testing positive on a company drug test.
Although consent from the applicant is not required for reference checks, a prospective employer may still wish to obtain written consent, especially if the prospective employer intends to contact previous employers who are not listed as referees.
