Know what to ask and what not to ask during employment verification

Checking an applicant’s professional references is a critical step in the pre-employment screening process. But do you know what you can and can’t ask? While performing employment verification, any human resources executive or hiring pro can make the innocent error of asking questions that infringe on an applicant’s privacy or open up the employer to discrimination claims by someone who is not ultimately offered the job. 

The easiest way to remember what is off limits is to remember you can’t ask a reference any questions you are prohibited from asking an applicant. You must keep the conversation on job-related issues. Here are some sample Viagra Online questions to help get you in the right frame of mind:

  • What was the employee’s starting salary? Ending salary?
  • What was the employee’s starting position? Ending position?
  • Please describe your reporting relationship with the candidate?
  • Please describe the key responsibilities of the candidate in his/her current position.
  • How many reporting staff did the candidate manage?
  • Tell me about the candidate’s most important contributions to the company?
  • Describe the candidate’s productivity, commitment to quality and customer orientation.
  • What are the candidate’s most significant strengths?
  • What are the candidate’s most significant weaknesses?
  • Would you rehire this person? Why or why not?


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Is That Jobseekers Previous Employer Real or Fake?

One of the most important tools an employer uses as part of the pre-employment screening process is to speak to an applicant’s former employer, to check professional references and find out from former bosses and colleagues whether the applicant has the experience, knowledge, leadership skills and other assets listed on their resumé.

Now there’s at least one company sabotaging this effort by offering fake job references, complete with job titles, salary details, and start and end dates. Jobseekers pay a fee and a monthly subscription to get a complete stranger to pose as a previous employer and offer glowing reviews of the applicant’s performance and skills.

The fees range, with more expensive plans promising three different “references” to act as a phony human resources manager, a fake immediate supervisor, and a phony secondary supervisor. Those giving the fake references also are paid subscribers to the service.

The job market is tough for many industries right now, but using deceitful means to land a job hurts both the employee and the employer in the end. The best way to wade through the increasingly murky waters of employee verification is to hire a reputable employment screening service trained to weed out the scammers, con artists and thiefs and find those deserving of a job at your place of business.

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