Before you hire a new employee, be sure to conduct a thorough reference check. That’s why it’s important to make sure that your employment application form requires applicants to consent to a pre-employment background check. You shouldn’t run an actual background screen until making a conditional job offer, but it’s certainly a good idea to check references early in the interview process.

Start with the individual’s resume and job application. Verify that there is consistency between what is on the resume and job application, and make certain that all information requested on the application is provided. To conduct a comprehensive reference check, you’ll need to contact prior employers, verify any academic credentials or licensure the applicant reports having, and get in touch with professional references provided by the applicant.

Previous Employer Reference Check
Prior employers aren’t likely to share detailed information about what the individual’s job performance was like, nor are they likely to let you know whether or not they would recommend the person for the job you are hiring for. However, it’s very important to contact them. The first thing a previous employer can do for you is verify whether or not the applicant did in fact work there. Many times, employers discover that applicants have lied about their previous work experience as a direct result of this type of reference check.

Once an applicant’s previous employer has verified that he or she did work for the company in the past, you can also confirm the accuracy of other information provided on the application form. For example, previous employers will usually confirm the dates the person was employed and the position he or she held. It’s also a good idea to ask whether or not the former employee would be eligible for rehire should he or she reapply with the company. You can also ask additional questions about the applicant’s work performance and potential, but most companies have policies that prohibit their employees from providing this type of information when giving references for former employees.

Education and Credential Verification
It’s advisable to verify whether or not applicants truly have academic credentials and professional licensure listed on their application. If the credentials they list are mandatory, it’s essential to do so. Even in cases where they aren’t required, however, it’s a good idea to verify that applicants are reporting truthful information. After all, it’s not likely that you want to hire someone who provides false information on an employment application.

Professional References
Make personal contact with the personal references people you are considering hiring listed on their employment applications. Find out how the reference knows the person, and ask questions that will help you identify whether or not he or she will be a good addition to your team. Listen closely to the answers, so you can get a better sense of who the applicant is and how other people reach to him or her.