You've conducted both rounds of interviews, narrowed the field to a single candidate and made a hiring offer; contingent, of course, on a reference and background check. Now it's time to get on the phone and check the references they've given you. Right? WRONG!

Timing is Everything

According to Yves Lermusi, CEO of online reference check service Checkster, it is best for hiring managers to conduct reference checks on candidates before the second round of interviews.

Rather than viewing reference checks as an administrative detail that only very rarely disqualifies a candidate who has already been selected, Lermusi recommends making them an integral part of the decision-making process. He says:

"Do not make the common mistake of confusing the reference check with the employment verification process. Reference checking is not about confirming, for instance, that your candidate, who claims to have reported directly to the CEO and worked for that company for two years, has done just that. Instead, reference checks serve to obtain information about a candidate's performance, as reviewed by their managers and peers. Performing the reference check at the end of the process ... is a waste of time." Continue reading about better reference checks ...

Article by George Lenard, the originator of George's Employment Blawg, has over twenty years of experience in all aspects of labor and employment law, including preventive law as well as litigation. His special interests include employment discrimination, sexual harassment, and noncompetition agreements. He is currently a managing partner with Harris, Dowell, Fisher & Harris, L.C., in St. Louis, Missouri, and lives in the suburb of University City with his wife and family.