When you are making hiring decisions,
you need more information than
your applicants provide you. Checking
candidate’s references is
one of the most important procedures
in the hiring process.
Generally, it's good
business policy to do a little
checking before you make a job
offer.
Create a company job application
can help protect you from a dishonest
applicant. We recommend candidates
complete a job application. The
application should contain a statement
that points out the existence
of any untruthful information
may lead to the employee's termination.
To help your company during the
process:
• Always ask for employment
references and check them.
• Contact all former employers
of the candidate's listed in the
resume.
• Have every employee complete
a job application, and make it
clear that giving false information
on the application is grounds
for termination.
These tips will help you get the
goods on a job applicant:
* Tell
all applicants that you
will check their references before
you make any hiring decisions.
The best rule is always check
applicants´ references before
offering them the job. Checking
references takes time, but can
help you to save a lot of money.
A negative reference could save
you from hiring a person that's
not qualified for the job.
• Ask the applicant for
consent. You are on safest
legal ground if you ask the applicant,
in writing, to consent to your
Employment reference check. Explain
clearly what you plan to check
and how you will gather information.
Make sure the form prevents the
applicant from suing you or any
former employers based on the
information you learn during the
reference checks. Without this
permission, you may only be able
to confirm employment dates, pay
rate and position -- information
that tells you little about a
prospective employee’s character.
If an applicant refuses to consent
to a reasonable request for information,
you may legally decide not to
hire the worker on that basis.
•
Verify basic information
such as employment dates, job
titles, salary and types of
jobs performed. If one of the
basic checks doesn’t match
the prospective employee’s
resume or what you heard during
an interview, you’ve got
a clear sign that something
may be amiss.
•
Avoid vague questions.
Ask specific questions based
on what you learned about the
applicant in the interview.
In addition to these general
considerations, specific rules
apply to certain types of information.
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