Reference and Background Checks

Reference Checking is Both an Art and a Science:

Referencing is usually conducted in two phases, that is, “preliminary referencing” prior to an offer, and “final referencing” following acceptance of an offer. In case the candidate is deliberately hiding a disqualifying fact or characteristic, Cornerstone usually recommends that an offer of employment be made “subject to final referencing.” In both phases, we rely on our time-tested instincts (art) and our proprietary results-oriented referencing process (science) to obtain the truth.

Resume Discrepancies:

Though some discrepancies may be innocent mistakes or typographical errors, other variances may be deliberate, such as omitted periods of short-term employment, periods of extended unemployment, claims of college degrees never received, etc. Probably such discrepancies have never been discovered due to superficial or non-existent referencing checking.

When reference checking is properly and thoroughly conducted, false information given in a resume or interview can be identified. We at Cornerstone find that candidates who have been deliberately deceptive will usually respond in one of two ways when they discover how thorough and careful we will be in checking their references. If a candidate is hiding the truth, he or she will either (1) withdraw his or her name from consideration or (2) admit the fault or discrepancy (thus avoiding the awkwardness of an aborted hire). In the latter case, it is up to the client organization to determine whether or not to forgive the error.

Cornerstone Referencing is Far More Accurate:

Cornerstone references are requested and selected on the basis of (a) variety of relationships, e.g., superior, peer, subordinate, customer, vendor, etc., (b) comprehensive sampling of these categories throughout multiple employment situations, and (c) sufficient quantity of references to minimize bias and validate patterns/trends. For example, we will make an effort to gather remarks from a variety of former superiors, thus identifying consistent trends in positive or negative candidate behavior/ performance. While a superior may be slanted in his or her opinion, multiple superiors with similar observations, especially over time and in varying environments allow us to draw more accurate and reliable conclusions about the candidate’s strengths and weaknesses.

In order to gain maximum candor and accuracy from the references, we assure each individual reference contacted that we will be pure in terms of our confidentiality, including not giving attribution. Therefore, we will divorce the observations and opinions section from the list of available references.

Background Checking:

Many Cornerstone client firms desire that we also complete a thorough background investigation of each final candidate. Such investigations typically entail criminal records, driving records (especially important if the candidate has a history of arrests for D.U.I.–driving under the influence of a controlled substance), and academic records (including degree verifications), etc.

Reference Reports:

Towards the end of the interviewing process, some of our clients are anxious to expedite the final stages and gain the acceptance from the final candidate of an employment offer. Under such circumstances, we can provide an oral report of the results of reference checking and/or background investigations. We can also provide a formal written report which is usually delivered to the client following acceptance of the offer and after the final candidate has reported to work in the new position. Thus, our reference report may serve as a “developmental” tool for the finalist’s new boss and/or for the Human Resources Department as a prelude to future employee performance evaluations.