Georgia Applicant Authorization for Reference Checks
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How to fill out Applicant Authorization For Reference Checks?
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FAQ
Screening can also include credit history checks as well as personal and professional references, so you can better understand their strengths, weaknesses and character.
With your consent, your future employer can contact past employers. A CRA will contact the employers listed on your resume or application to verify the dates you worked and the positions you held. They may also contact references you have provided to ascertain performance and character.
Both methods are used to verify elements of a candidate's application, interview and work history. However, they serve different purposes. The reference check typically comes before a background check when a company uses both approaches.
What is Pre-Employment Screening? Pre-Employment screening is known by many names: Background Checks, Background Screening, Criminal Background Checks2026 just to name a few. Pre-Employment Drug Testing, Education Verification, Employment Verification and Reference Checks also fall into this category.
It's common practice to seek professional or character references only after you've made an employment offer. Being influenced by references before interview could lead to unfair discrimination. In longer recruitment processes, you might seek references after the first interview.
Reference checks cover a much broader range of sources over a greater number of topics. Employment verifications simply verify information that was given during the application process. These two time consuming but necessary steps of the hiring process are vital to considering a candidate's suitability for employment.
Several state laws in Georgia govern pre-employment background checks. Under OCGA § 35-3-34(3)(b), employers that obtain criminal history records and decide not to hire them must inform the applicants about the origin of the information, its contents, and how it affected the decision not to hire them.
A reference check generally involves contacting applicants' former employers, supervisors, co-workers and educators to verify previous employment and to obtain information about the individual's knowledge, skills, abilities and character.
In summary, a background check is used to look up criminal, commercial, and financial records of a candidate. Whereas, a reference check looks to find the perfect employee fit, and protect your company from a poor performer or bad hire.
The applicant must provide written consent for the background check. If the pre-employment check is compulsory for hiring, the business must state it clearly in their written policies. The employee has the right to be notified about checks being conducted about their reputation, lifestyle, history, or character.
