ABSTRACT
Until reference and background checks are conducted, all of the information about a candidate comes from the candidate. Therefore, due diligence is required to verify the identity, character, work experiences, and accomplishments of candidates as documented in their application materials. To a large degree, reference and background checks are honesty tests that are wholly warranted since, according to the Society for Human Resource Management, up to 61% of résumés contain some inaccurate information. Reference and background checks, usually the last screening technique to evaluate candidates for employment, are generally conducted only for a single finalist. There are numerous methods of obtaining background information on candidates. Most organizations use private firms to complete background checks but may perform reference checks internally. Colleges and universities should develop policies concerning use of the Internet in screening and evaluating candidates and completing background checks.
