Pre-Employment Referencing Tutorial

Developed Information Components

Employment Performance

Evaluating the candidate’s past job performance requires a determined mindset. Those hiring authorities who succumb to lame excuses -- why it is not possible to get clear and convincing facts of past performance -- will not only, not get needed information, but they will perpetuate the myth that the information is not obtainable. It is the candidate’s responsibility do provide his/her prospective employer with responsible individuals that will corroborate their true performance.

Explanation of References

Employment Dates

The employment dates, preferably 7 years of employment (if available), is the most critical part of doing a background check. Coupled with the criminal history data, the employment dates are one of the few pieces of information that can determine whether or not someone has been incarcerated or not.

Contemporary Criminal History Facts:Criminal Checks In The Workplace

Job Performance and Evaluation

This phase of the referencing process is best begun after the Credit, Criminal, Driving, SSN, and Workers Compensation checks have been started. Often times there will be details on the Credit report which will prompt you to examine and check with the reference sources topics that you would not have otherwise thought to ask about or delve into. In all respects these queries are to determine the candidates willingness and ability to perform the duties and responsibilities you expect. The following check lists will help guide your questions.

Job Function Reference Inquiry Process
Summary Sheet Functional Performance


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