REFERENCE AND BACKGROUND CHECKS
Most difficulties after hiring result from an employer not checking references and/or backgrounds
“The single most important indicator of how an employee will perform in the future appears to be how he/she has performed in the past. Employees with a history of success tend to continue their successful performance. The others, despite their best intentions, rarely are able to turn over a new leaf.” Arthur A. Witkin, Chief Psychologist, Personnel Sciences Center, New York, NY
- To screen out unsuitable candidates
- To weed out potentially dangerous or violent employees
- To avoid costly hiring mistakes
- 45% of resumes contain false or exaggerated information
- 52% of applicants exaggerate their experience
- Approximately 10-15 workplace homicides occur every week
- Approximately 1 million people are attacked at work each year
- 1 in 3 employees steal
Claims of NEGLIGENT HIRING arises when any of the following occurs:
- The employer hires an unfit employee who injures or is a risk to others
- The employer fails to conduct a thorough background check
- The employer fails to recognize and reject an applicant who may be a potential risk
The difference between a “Background Check” and a “Reference Check”
A key issue for employers is what constitutes a “background check” and what constitutes a “reference check.” This is important because the disclosure requirements differ.
Background checks involve matters of public record. “Public record” means documentation of a conviction, civil judicial action, tax lien, or outstanding judgment. This category also includes an individual’s credit worthiness, credit standing or capacity, character, general reputation, personal characteristics, or mode of living which is used or expected to be used or collected in whole or in part for the purpose of serving as a factor in establishing the individual’s eligibility for employment.
Reference checks involve the prospective employer verifying an applicant’s employment dates, job title, last salary, and job performance with a previous employer. Results from this type of investigation do not need to be disclosed to a prospective employee.
All this information has been supplied by Bent Ericksen & Associates. To find out how to do legal and proper background and/or reference checks please contact them.