Q: What should I be aware of before implementing reference checks into my company’s hiring process?

A: Many organizations utilize reference checks during the hiring process to confirm information presented by the candidate or to gather additional information that may assist with selecting the right candidate. Although reference checks are not required, there are several best practices to keep in mind before you start conducting them.

• Always get permission from candidates prior to contacting references. This can be part of your application (a simple yes/no question), or you can ask for a list of professional references to contact later in the process.
• Determine the point in the interview process when you want to conduct reference checks—for example, as the final step before making an offer or before onsite interviews. Ensure you conduct reference checks at the same point in the process for all candidates.
• Stick to job-related questions and have your questions ready when you call. Be mindful that many organizations will only confirm job titles and dates of employment. Avoid asking about salary history, as this is illegal in many states and is not a best practice even where it is permitted.
• Document your conversations and keep the notes with your other interview materials.

By following these suggestions, you will be on your way to appropriately incorporating reference checks into your hiring process.

This Q&A does not constitute legal advice and does not address state or local law.