More and more employers are requesting professional reference checks as part of the background checks they employ in their pre-employment screening programs. Reference checks can extract greater detail about an employment candidate’s performance and skill sets than can an employment verification check. the employment verification check will usually return the dates the candidate started employment, the dates of departure, and the position held. Sometimes the past employer will acknowledge salary estimates.
But that is all you get with an employment verification program. With the professional reference check the employer will get a better understand of the employment’s candidate’s behavior pattern. Things like did he get along with others, handle stress, strengths and weaknesses will usually be returned in the professional reference verification. With the economy in such a downturn and competition intense in the job pool, employers scanning the landscape for the best candidates they can possibly recruit. Sometimes the distinction between one qualified candidate and another is determined through the professional reference background check.
Of course, the job candidate should always choose references that will not just serve as cheerleaders but will offer insight into the candidate’s performance. Lisa Vaas writes about choosing the best references in her Marketing Ladders article, How to Choose Your Job References. I blogged about this initially in my blog article, Job References as Part of Background Checks. But with increased demand for professional employment verifications, the subject is well worth revisiting.
As a background search, for the few bucks you spend for the professional employment verification, you will obtain the kind of information that may save your a bundle in the long run. It may mean the difference between hiring the right candidate for your cultural environment or someone who either wouldn’t fit or cannot fill the bill I have seen it happen where the final job offer comes down to two qualified candidates and it is the distinction is made in the professional employment verifications.
I suggest you conduct at least three professional verification searches for any mid-management or senior employment candidate. It’s a smart move. And cost effective.
Check them out before you hire.
