| Years ago, a company's ability to check references | | | | act as a reference for you and know what they plan |
| was mostly limited to two things: access to the | | | | to say. Letters of recommendation can also act as |
| telephone and enough time to make the calls. Most | | | | part of the reference, but be aware that the employer |
| references involved calling personal and business | | | | might also call the person providing it to verify or get |
| contacts a candidate had provided to the potential | | | | more information. A call ahead forewarning the |
| employer. Those days have changed. | | | | reference that they might expect a call is a good idea. |
| With the advent of the internet, the Fair Credit | | | | EDUCATION: Be prepared to prove it. Have a copy of |
| Reporting Act (FCRA) which defines information as a | | | | your diploma or even your transcripts, but also make |
| consumer report, other legislation, and the birth of | | | | sure the college or university will verify your degree. |
| services which specialize in providing extensive | | | | One of the most common deceptions on a resume is |
| pre-employment background assessments, companies | | | | to misrepresent having a degree or inflating a GPA |
| have the ability to know a lot about you before you | | | | and companies have become wiser. |
| are extended a job offer. | | | | VERIFICATION OF INCOME: Past income is another |
| Why are companies so exhaustive in their hiring | | | | common exaggeration. Some companies will request |
| process? | | | | last years W2 form or a copy of a very recent pay |
| There are several reasons but in truth, accessibility of | | | | stub. |
| information is a major factor. Information is more | | | | DRUG TESTING: It's fairly standard these days, so be |
| accessible these days, but in some ways it is also | | | | ready for this to be part of the final screening process. |
| more restricted. What a past employer can legally say | | | | DRIVING RECORD: This is most common in |
| about a former employee has become limited and no | | | | companies where you will be on the road or using a |
| employer wants to be sued for providing a bad | | | | corporate vehicle. Go to the DMV (Department of |
| reference. Because of that, other sources of | | | | Motor Vehicles) in your state and get your record. |
| information have become even more valuable to | | | | Correct any mistakes. |
| employers. | | | | CREDIT CHECK: Credit checks are common, |
| In addition, companies have a responsibility to exercise | | | | especially when you will have a position related to a |
| reasonable care to protect their other employees and | | | | company's finances or will have company credit card |
| customers from harm and this includes taking care in | | | | for expenses. However, they are done on a pretty |
| who they hire. If injury or harm occurs at the hands of | | | | general basis these days for a variety of reasons |
| an employee, a company might be found negligent if | | | | such as concern that a person's financial situation |
| due diligence was not exercised in the hiring process | | | | might impact their ability to do their job. There will |
| and easily accessible and important information was | | | | generally be a release you've signed to allow this |
| overlooked. | | | | check to take place, either as a standalone release or |
| Another reason for the focus on references is that | | | | as part of your application. If there is no request to |
| hiring is time consuming and expensive. It's risky as well. | | | | release this information, then legally it should not be |
| A bad hire can cost a company a lot of money. | | | | checked, but if there is a release requested, you can |
| Training and turnover are costs, not benefits. A | | | | be pretty sure that your credit history will be examined. |
| long-term and productive employee means success. | | | | There are 3 major credit reporting entities, TransUnion, |
| Companies want assurances that they have made | | | | Equifax, and Experian. They do make mistakes. Order |
| the right decision and references ease their mind. As | | | | your credit record and work with them to "fix" any |
| the saying goes, "the best indicator of future success | | | | errors. |
| is past performance" and the reference check is one | | | | CRIMINAL HISTORY: Most applications will have a line |
| more piece in filling in the puzzle. | | | | querying you about your criminal history. State laws |
| So, what are they going to check? What can they | | | | vary as to whether and what crimes can be used to |
| check? | | | | deny employment, so you should check with your |
| Every company has different policies and standards, | | | | state to see what those laws are. Most people do not |
| but a complete reference check may include the | | | | admit they have a criminal history on an application if |
| following: | | | | they do. They are hoping nobody will find out and while |
| THE RESUME/APPLICATION: Studies have shown | | | | this is sometimes true, they are often denied the job |
| that up to 40% of resumes are exaggerated or | | | | strictly on the basis that they lied about it. The criminal |
| "fudged". Some have outright lies. A reference check | | | | history check or court record can show arrests, any |
| will often reveal those omissions or falsifications, so it's | | | | criminal record. and also civil actions. Each state varies |
| always best to be honest and include all employers, | | | | in its accessibility of records and how to go about |
| positions held, and the correct dates of employment. If | | | | obtaining information, so do some investigation of what |
| a discrepancy is uncovered, you may knock yourself | | | | applies in your state if this is an area of concern for |
| out of contention or may even be terminated if the | | | | you. |
| misrepresentation is caught after you're on board. | | | | MILITARY SERVICE: The branch of the military you |
| Take as much care filling out the application as you did | | | | served in can release and discuss: name, rank, salary, |
| writing your resume as well. Make sure that whatever | | | | assignments and awards. |
| you put on an application is consistent with what is on | | | | MEDICAL RECORDS: These are private and not |
| your resume. | | | | accessible as is also true of Workers Compensation |
| SOCIAL SECURITY NUMBER: If you don't have one | | | | records unless you provide written authorization to a |
| then the IRS will be quite interested in knowing you. In | | | | specific request. However, companies rarely if ever |
| addition, identity theft is becoming an increasing | | | | require this in the standard interviewing process. |
| problem, so social security traces are more important | | | | A final consideration is information on the Internet. The |
| than ever. | | | | growth in alternative networking has been good and |
| VERIFICATION OF LICENSES: If you need to be | | | | bad. Sites like Facebook, Myspace, Twitter, Linkedin, |
| licensed in your profession, a verification of that license | | | | etc. can be and are checked by potential employers |
| will be sought. | | | | with increasing regularity. Keep that in mind. Pictures of |
| PERSONAL REFERENCES: Some companies | | | | you that are explicit or give a glimpse of you "under |
| request personal references but frankly, they carry | | | | the weather" or partying like a rock star, though |
| little weight and are of dubious value. If you can't find 2 | | | | perhaps a hoot for your friends, DO NOT have that |
| or 3 friends or relatives to say "nice" things about you, | | | | impact on your future boss. They won't see the humor. |
| you have far bigger issues to deal with than finding a | | | | So, be careful of what you post and not just in |
| position. | | | | pictures but also in comments and posts you initiate. |
| BUSINESS REFERENCES: They usually fall into the | | | | Not all companies are this exhaustive, but many are |
| category of one of the following: Supervisors, | | | | and the list grows daily. Prepare for the reference |
| Colleagues, Co-workers, or Customers. All are | | | | check now in order to make the hiring process as |
| appropriate. The ones who carry the most impact in a | | | | seamless as possible for both you and your future |
| positive way are past managers to whom you | | | | employer. |
| reported. Before listing a reference, personal or | | | | Mark Ste. |
| business, let the reference know you want them to | | | | |