Reference checking is not standard. Small companies typically don’t have the manpower or resources to do thorough reference checks, which can cost hundreds of dollars. Conversely, larger companies perform reference checks, but with varying levels of detail. In contrast to typical applicant concerns related to performance, companies typically perform background checks for safety and legal liability reasons.
A comprehensive pre-employment screening consists of employer checks of court documents, motor vehicle reports, credit reports, identification documents, possible aliases, and several other types of checks. My informal research revealed that a significant number of applicants have motor vehicle violations, bad credit, and collection agency records. In addition, only one-third of applicants have conflicts on their resumes related to previous employment; some have a criminal record. some misreport the level of education; and some have tested positive for illegal drug use. All of these findings warrant that companies perform such pre-employment checks.
However, the applicant’s concern is not so much a logical or legal one as an emotional one. The question that plagues most people in transition is: What will my former boss or my previous company’s human resources department find out about me and my past work? From a practical point of view, links are implemented in two ways. The formality is conducted by the human resources department and is of limited value because it is limited by law to answering only basic questions about job title, dates or length of employment, and possibly whether or not the company will rehire. However, informal reference checking is done through personal contacts in the field. This is one that is done by QT and cannot be controlled or limited. A person’s reputation in the field is important here. Building such a reputation is a slow, deliberate and often difficult process. Ruining it can be quick and difficult to recover from. This is one that comes with consequences and pain.
Every job applicant should have a list of at least three references. Employers are looking for past managers, possibly from different employers. It is most important that you ask permission before putting a name on your mailing list. Also, as your job search progresses, keep your references abreast of developments. Most people fail to stay in touch with their references, so when contact is made, they may find themselves surprised and unprepared.
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