背景调查
It is strongly recommended that hiring committees conduct reference checks for candidates prior to hiring any position. Checking references can assist with selecting effective employees who can further the university's mission, 目标和价值观. 有效的背景调查使招聘委员会能够:
- See how the applicant’s previous employers viewed their job-related behavior.
- Confirm the 精度 of the information provided by the applicant in their application materials and interview(s).
- Help protect the University of Idaho, including from a negligent hiring claim.
Reference checks can be conducted at any point during the search and interview process. 你可能只需要检查你的最佳入围者的推荐信. If you are undecided or have equally matched finalists, check references for all of them.
的 背景调查表格 提供问题的建议列表. You may also develop your own questions (see “在背景调查中该问些什么” below).
背景调查可以通过电子邮件或电话进行.
- 通过电子邮件进行背景调查, send a copy of the 背景调查表格 (or a list of questions developed by the hiring committee) to each reference and request that they complete and return it.
- 通过电话进行背景调查, arrange a phone call with each reference and use the 背景调查表格 or list of questions as a guide during the conversation. 仔细记录推荐人对问题的回答, but do not add your own impressions of the conversation as the documentation will become part of the recruiting file.
It is good practice to let the applicant know in advance that you are going to contact references. Note that some employers will not provide reference checks without a signed release from the applicant.
HR提供了以下建议:
- Ideally, contact supervisors covering work for the prior 7-10 years AND at least three references.
- 关注前任主管. 如果候选人没有列出以前的主管作为推荐信, 这是一个值得探索的危险信号. In that situation, contact former supervisors as well as listed references. It is good practice to inform the applicant in advance that you intend to do so.
- 一定要和现任主管沟通. An applicant may request that you not contact their current supervisor before letting the applicant know. Honor this request and give the applicant time to let the current supervisor know the reference check is coming. You may want to check this reference last (even after the applicant’s criminal background check) once you are confident that the applicant is a viable candidate for the job. If an applicant is adamant that you not contact their current supervisor, discuss the reasons with the applicant and consult with your HR Business Partner to determine the best course of action.
- Former or current subordinates of the applicant are a good source of information if you are hiring a supervisor position.
- 先联系主管，再联系同事, 同行, stakeholders or personal references if there are an insufficient number of supervisors, 对于相对较新的劳动力来说，这可能会发生什么.
- You are always welcome to ask the applicant for additional references beyond those initially provided in their application.
关于“非官方”参考资料的说明
HR strongly encourages you not to contact anyone “unofficially” to provide job performance-related information. Although it is not illegal to do so, it may put the applicant in an awkward or untenable situation. “Unofficial” references may also not be aware of exit or other legal agreements. 的 risk of souring a relationship with someone we want to hire probably does not outweigh the benefit of what we could learn and subsequently verify. 请把这句话转达给整个面试小组, 因为个人有时会主动伸出援手.
的 背景调查表格 offers a recommended list of questions that are adequate for most positions. However, you also have the option to develop your own list of questions. 一些注意事项:
- Questions must be job-related and focus on the applicant’s prior work history and performance. 你可以询问应聘者的工作相关技能, 人际关系技巧, 完成工作的质量和数量, 遵从指示的能力, 判断, 及时性, 精度, 出席, management or supervisory skills (if part of the job) and ability to respond to feedback.
- Avoid questions that could be interpreted as asking about something in a protected category. 例如, asking about "出席" leaves open the possibility that you will get information about absences that are protected by law. Instead, you can ask, “How was the 出席, excluding any missed work protected by law?”
- Always ask about the applicant’s reason for leaving a previous employer and if the applicant ever violated company policy. 虽然这可能很尴尬, it’s important to explore these topics to protect the university from possible negligent hiring claims. This is especially important if the applicant was involved in sexual harassment, 歧视, 欺诈, 盗窃或工作场所暴力.
- It's appropriate to confirm job-related information provided on the application or during the interview.
Occasionally, references may decline to answer certain questions due to company policy. In that case, let them know that we appreciate any information they can give. 甚至核实候选人以前的职位头衔, 就业日期和其他基本信息可能是有见地的.