Michigan Reference Checking Checklist
Description
How to fill out Reference Checking Checklist?
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FAQ
Providing a Reference Many employers will release only basic information when contacted for a reference to protect themselves from lawsuits. They usually confirm employment dates and job responsibilities, salary history, and might include information about whether you were dismissed or chose to leave on your own.
Michigan has a reference immunity law. Under Michigan law, employers are immune from liability if they, in good faith, provide information from the employee's personnel file in response to a request from the current or former employee or the prospective new employer (Mich. Comp. Laws § 423.451 et seq.).
Reference Check QuestionsCan you verify the job candidate's employment, job title, pay, and responsibilities?How do you know the job candidate?What makes the candidate a good fit for this job?If you had the opportunity, would you re-hire this job candidate?What are the candidate's biggest strengths and weaknesses?More items...
Generally speaking, it means that as long as a former employer offers honestly held opinions about a former employee or states a documented fact about that person, there's not much a former employee can do about it.
During a job reference check call, typically the recruiter asks questions related to productivity, communication and listening skills, successes, failures, attendance, culture fit, strengths, and weaknesses.
Employers are not prohibited by law from disclosing to a potential employer - who calls for a reference about a former employee - the reasons that the employee left, as long as the information they share is truthful.
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.
A reference check is when an employer contacts people who can verify a job candidate's skills, experience, education and work history.
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.
Typically, employers are allowed to share general information regarding your tenure with their companiesthings like your dates of employment, job title, and responsibilities, all which serve to confirm your employment and validate the things you likely provided on your resume for potential employers.
