Reference Checking Checklist
About this form
The Reference Checking Checklist is a structured tool designed to assist interviewers during the hiring process by providing a systematic approach to verifying a job candidate's background and qualifications. This form is distinct from general interview forms as it specifically focuses on gathering and verifying information from a candidate's references to ensure informed hiring decisions.
Main sections of this form
- Authorization form for the applicant to allow reference checks.
- List of essential information to be gathered from references, including employment dates and job titles.
- Criteria for evaluating the candidate's past performance and suitability for the role.
- Space for inferring discrepancies between the application, interview, and reference feedback.
- Instructions for maintaining confidentiality throughout the process.
Situations where this form applies
This form should be used during the hiring process, specifically after interviews have taken place and when a candidate's references are being contacted. It is essential for employers who want to verify a candidate's previous work experience, assess their qualifications, and make informed employment decisions based on comprehensive feedback from previous employers.
Who needs this form
- Human resources professionals responsible for vetting job candidates.
- Hiring managers conducting interviews for new positions.
- Companies looking to formalize their reference-checking process.
- Employers wanting to ensure compliance with hiring policies and procedures.
How to prepare this document
- Obtain the candidate's signed authorization form for reference checks.
- Prepare a list of references to contact, focusing on previous employers.
- Ask specific questions based on the key components, such as dates of employment and job performance.
- Document the responses accurately, noting any inconsistencies with the candidateâs application or interview.
- Review the gathered information to evaluate the candidateâs suitability for the position.
Does this document require notarization?
This form does not typically require notarization to be legally valid. However, some jurisdictions or document types may still require it. US Legal Forms provides secure online notarization powered by Notarize, available 24/7 for added convenience.
Mistakes to watch out for
- Failing to obtain the candidate's written consent before contacting references.
- Not asking specific enough questions that can yield actionable insights.
- Neglecting to compare reference information with the application and interview data.
- Overlooking the importance of confidentiality in handling reference information.
Advantages of online completion
- Convenient download and access that allows for immediate use in the hiring process.
- Editable format enables customization to fit specific hiring needs or company policies.
- Reliability from professionally drafted content ensures legal accuracy and thoroughness.
Form popularity
FAQ
Start by explaining your relationship to the candidate. How do you know the candidate? Include long you've known the candidate. Add positive personal qualities with specific examples. Close with a statement of recommendation. Offer your contact information.
Anything related to demographics or personal information. Anything related to personal health. Anything related to credit scores. Anything related to family.
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.
Can you verify the details of the candidate's employment (start and end dates, salary, position, etc.)? Why did the candidate leave the company? What is your professional relationship to the candidate and how did it begin?
The highest praise you can give in a reference check is saying something like, 'I would hire this person in a heartbeat. This is a person I want on my team. ' Sometimes reference checkers ask about a candidate's weaknesses or press you to rank the candidate based on other employees.
When did (name) work for your company? Could you confirm starting and ending employment dates? What was her/his position? Could I briefly review (name's) resume? Why did (name) leave the company? What was her/his starting and ending salary?
Identify yourself, your title, organization name and tell them you are calling about a reference for a candidate you are considering. Ask if now is a good time to talk or whether they would rather schedule a call at a later time.
Identify yourself, your title, organization name and tell them you are calling about a reference for a candidate you are considering. Ask if now is a good time to talk or whether they would rather schedule a call at a later time.
Why did the candidate leave the company? Were there any workplace conduct or ethical incidents caused by this candidate when they worked for your company? Is the candidate eligible to be re-hired and would you re-hire them? Why or why not?
