Employee Reference Check Interview Preparation Guide

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A background check or background investigation is the process of looking up and compiling criminal records, commercial records and financial records of an individual or an organization.

Background checks are often requested by employers on job candidates for employment screening, especially on candidates seeking a position that requires high security or a position of trust, such as in a school, hospital, financial institution, airport, and government. These checks are traditionally administered by a government agency for a nominal fee, but can also be administered by private companies. Background checks can be expensive depending on the information requested. Results of a background check typically include past employment verification, credit history, and criminal history.

Step-by-step process.

During a background check, the best research tool to check a Social Security Number is a SSN Scan.

Backgrounding employees has become a matter of necessity for many reasons. Many applicants make false claims on their job applications/resumes or have been involved in criminal activity which they do not disclose.

The basic searches ordered as part of most background checks are County Criminal Record Checks, Employment Verification's, and Education Verification's. Social Security Number Scans are also essential because they allow researchers to identify jurisdictions the applicant purposefully or inadvertently neglected to disclose.

A Matter of Fact does not conduct social media searches as part of our background checks and we recommend employers use extreme care before they use information from social media sites when making hiring decisions.

The typical Employment Background check consists of a Social Security Number Scan, County Criminal Record Checks, Employment Verifications, and Education Verifications.

The best background check is a comprehensive background check. A detailed comprehensive background check allows an employer to verify those areas that are important to job performance, would impact the applicant's job qualifications, or could identify safety issues.

A Background Check shows the discrepancies between a candidate's claims and information reported by independent sources such as court records, prior employers, schools, and government agencies.

Yes! Errors do occur in background checks. The information in a background check is created, compiled, filed, stored, retrieved, and reported by individuals who can make mistakes and computer systems that can fail to operate properly.

Professional background screening firms like A Matter of Fact conduct the actual background checks for most private employers. Some large companies have internal corporate security departments. Most government entities use agencies.

Give a frank and honest explanation during the job interview of any past problems. Check your records, check your references, and check your web footprints.

Most prospective employers are concerned about discrepancies between what the applicant claimed and what is reported by schools, prior employers, etc. Most also watch for negative reports such as a bad driving record or a criminal history. It is wise for employers to attempt to verify anything that is important to job performance, would impact the applicant's job qualifications, or could impact the safety of the public, fellow employees, and customers.

This question will help you to compare and verify the position that the reference is describing, with the description that was given to you by the candidate.
Before asking the next question, offer the reference a brief but specific description of the position the candidate is being considered for. Focus on the three top-priority responsibilities to enable the reference to provide specific feedback on each.

The reference will probably offer specific characteristics about the candidate that lead him/her to believe that the candidate could effectively assume the role. If the reference simply responds by affirming that, in his or her opinion, the candidate is qualified, probe by asking, "What specific qualities or personal characteristics cause you to feel this way?"
Prior to asking the next question, tell the reference that you will be responsible for managing and supporting this person in the position. You are, therefore, interested to know what management style the candidate responds best to. Then ask:

Again, probe to discover what specific management behaviors the candidate responds well to -- and compare differences in your management style from the one being described that may make a difference in how you interact with this employee.

Whatever dimensions of job performance you feel are important should be inserted here. Questions relating to the quality of work, the ability to handle pressure or willingness to take the initiative or skill-related questions such as organizational or communication skills should be asked at this time.

Although teamwork is highly regarded by most companies, a person who is more independently directed may be what your position calls for. Determine, based on your assessment of the job, whether an interactive or independent work style is important for success -- and regardless of the answer, probe to determine whether the candidate demonstrated respect for other employees' contributions and a willingness to consider others' opinions.

What is appropriate attendance at one company may be cause for dismissal at another. Be sensitive to extenuating circumstances that may have contributed to poor work attendance, such as illness or family problems.

What you are attempting to determine by asking this question is whether this candidate assumed responsibility to show up for work and on time.

This question is a good way to get information regarding performance weaknesses that may not have otherwise been volunteered by the reference. Listen carefully as the reference describes how the candidate responded to performance improvement needs and direction.

You may have received various direct and indirect responses to this question but by asking it at the end of the conversation, you provide the reference with an opportunity to highlight the characteristics that stand out in terms of the candidate's past performance.

This question should verify the reasons that the candidate provided for leaving his or her past job during the interview. The reason a candidate leaves a position can also help you in determining whether your position will give the candidate what he or she is looking for in a new position.

This final question is a defining one. Based upon the response and your evaluation of the other information provided by the reference, this will help you answer your most critical question.