Check references and conduct any background checks
Don’t skip the important step of checking references – many employers do. Generally, it is a step that should come before the any job offers are extended. Develop a list of questions (use the same list for any reference checks for the same position.) Ask about: what capacity they know the candidate; for how long; what the person’s responsibilities were in the prior position; strengths and weaknesses; why they left. Was the person disciplined or promoted? Was the candidate a valued member of the company? Include some open-ended and behavioral questions that allow the former employer to extemporize.
Pre-employment background checks can cut turnover rates and trim the costs of rehiring and retraining. There are various inquiries that can be made, such as Social Security numbers, whether a candidate appears on the national sex offender registry or the FBI wanted list, credit history, driving records, local criminal records, education and work history verification. Be sure you comply with your state law in relation to timing of these checks. In the interests of privacy, some states require that you make a conditional offer before you conduct background checks or run any pre-employment tests.