The Importance of References

It's Not Just About Taking References!

You've found someone who looks ideal for the job. They've interviewed well and their CV looks impressive. But how do you know that everything they've told you is accurate?

Employment References

Taking up references is a sensible part of the recruitment process. They can help verify a candidate's employment history, previous responsibilities and, where the employer is willing to provide it, information about their performance and conduct.

However, many employers now provide factual references only, confirming dates of employment and job titles.

References won't guarantee you've made the right recruitment decision, but they can provide useful reassurance and help identify any concerns before someone joins your business.

Other Screening

There are also other checks you can carry out to help verify someone's background, qualifications and suitability for the role.

The checks you choose should depend on the position and the responsibilities involved. You don't need to investigate every candidate's background, but it's sensible to verify information that's important to the job.

What Can You Check?

These are some examples of the type of references or screening you can carry out and there are companies who can carry out such checks for you.

• Qualifications and Professional Registrations: If qualifications or professional registrations are essential for the job, check that the candidate actually holds them. You may be able to verify these directly with the relevant organisation. Unfortunately, there are examples of highly qualified people not actually holding the stated qualification!

• Driving Licences: If driving is part of the job, you should check they hold a valid driving licence. This is also a health and safety matter. You can use the DVLA checking service to verify licence details, vehicle entitlements and penalty points, using a check code provided by the candidate.

• Credit Checks: These may be appropriate for certain roles involving significant financial responsibilities or access to company funds. However, they must be justified and proportionate to the role, and candidates should be informed beforehand.

• Companies House and Directorships: If you're recruiting someone into a senior position, you can use Companies House to check current and previous directorships. You can also check whether someone has been disqualified from acting as a company director.

• Social Media and Online Searches: Publicly available information may sometimes be relevant, but be careful. Online screening must be justified, transparent and proportionate.

• Criminal Record Checks (DBS): Depending on the role, you may be able to request a Basic DBS check or, for eligible positions, a Standard or Enhanced check. There are legal restrictions on the level of check permitted. See DBS guidance.