Salt Lake Utah Guidelines for Performing Reference Checks

Name: Salt Lake Utah Guidelines for Performing Reference Checks
Brand: US Legal Forms
Rating: 4.81 (474 reviews)

Category:

Employment - Hiring - Background Checks

State:

Multi-State

County:

Salt Lake

Control #:

US-174EM

Format:

Instant download

Description

This form provides guidelines for reference checks when hiring new employees.

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FAQ

Though there isn't a specific law requiring that you check a candidate's references, courts have held employers liable for negligent hiring for certain acts of their employees, which the employer knew or should have known might occur.

Work References If possible, you should choose someone who has supervised you professionally or who has worked closely with you. A manager, supervisor or even a co-worker from a casual job may be able to speak to your work habits or transferable skills (the skills that you can take from one job to another).

Reference check steps Verify the candidate's name.Confirm how they know the candidate.Ask what makes the candidate a good fit.Have the reference rank the candidate.Find out the candidate's strengths and weaknesses.Ask about the candidate's behavior.Take the process seriously.Conduct two verbal checks.

In an employment background check, a prospective employer reviews a candidate's employment history, commercial and criminal records, financial records and even personal information that may be in the public domain (thanks to social media).

Ultimately, it depends on your personal preference, company values, as well as any time/budget constraints. For some employers, it may not be necessary to get a reference in order to decide if you would like to give an applicant a try.

A major reason to conduct background and reference checks is to avoid harm or legal liability of various types to the employer or to others. This includes harm to: Other employees by sexual harassment or workplace violence. The organization's customers by, for example, sexual assault on business premises.

Once you've identified the top two or three candidates through resume screenings and initial interviews, conduct the reference check before offering anyone the position. If the references confirm a candidate's skills, experience, and ability, then conduct a follow-up interview armed with that knowledge.

Ask the candidate for a minimum of three professional references with all relevant contact information. Ideally, the references are the candidate's former supervisors or worked with them in a supervisory role.

Federal law does not prohibit employers from conducting background checks before an offer of employment is made. State laws, however, may have restrictions. Although in most states a standard background check can be conducted prior to an offer, a small number of states do not allow it.

You don't have to give your permission, but if you're applying for a job and you don't give your permission, the employer may reject your application. If an employer gets a background report on you without your permission, contact the FTC (see below).

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Salt Lake Utah Guidelines for Performing Reference Checks

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FAQ

Are reference checks a legal requirement?

Who are you supposed to use for references?

How do you conduct a reference check?

What can an employer expect from a background check?

Are reference checks required?

Why are background checks of job applicants necessary?

When should reference checks be conducted?

Who should conduct a reference check?

Can an employer do a background check before an interview?

Do you think employers have a right to check into applicants backgrounds?

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What are the Salt Lake Guidelines for Performing Reference Checks?

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What should employers ask during reference checks?

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