Q: We need to hire for a few remaining openings over the summer. Do you have any tips on conducting reference checks?
A: Certainly. The first thing we want to do is distinguish between “background verification” (or “background screening”) and “reference checking.” Background verification has to do with confirming objective facts regarding the candidate’s past employment history—such as dates of prior employment, degrees earned, criminal record check, etc. This is usually handled by the school’s Business Office or HR department. This is different from checking personal or professional references, which we recommend should be handled by the hiring manager (such as the Department Chair, Division Director, or Head of School). That is because reference checking tries to elicit qualitative information about the candidate’s past performance. In that sense, it is really an extension of the interview process—just with a third party (the reference) providing the answers, instead of the candidate.
Once a month, ISM’s Human Resources Consultant, Michael Brisciana, will answer an HR-related question submitted by one of our readers. To ask Michael a question to be in addressed in future e-letters, please click here.
