As an employer, it’s beneficial to be knowledgeable about candidate background checks and how extensive they can be. This way, you can make well-informed decisions that protect your company and employees. At the end of the day, it’s all about hiring the right individuals and minimizing risk to your team members, clients, visitors, and business reputation.
A common question among job seekers is, “How far back can I go to ask people I’ve worked with before to be references for me?” As a general rule, the answer is not more than five to 10 years. However, a variety of different things can ultimately determine the correct answer for your situation. Contact Barada Associates today to learn more.
Preferred References to Use During a Job Search
Current references are always the best – people your potential employee is currently working with on a day-to-day basis, but it’s clear that it isn’t always possible to identify current coworkers or superiors who are willing to take on the responsibility of serving as a reference, particularly if there’s a company policy against saying anything about current or former employees!
How Far Should References Go Back?
A prospective employee might be put in the position of having to ask coworkers or managers they’ve worked with at a previous place of employment to be references for them. The question then becomes how far back should one go when selecting people from a former employer to be references?
The reasoning behind the standard “five to 10” years – depending on employment history – is that, after about 10 years, it’s going to become increasingly difficult for most people to remember with any degree of specificity the particulars about job performance, which is the essence of real reference checking.
References should be work-related – either a superior, peer or subordinate. For sales or account manager roles, speaking with customer contacts could be helpful.
Here’s a perfect example of why going back too far can turn out badly. Some time ago, I was talking with a reference who hadn’t worked with the candidate for more than 10 years. Here’s a paraphrase of what he said when I asked him what the candidate’s specific responsibilities on the job were.
“Wow, I haven’t seen [Tom] since he left here more than 10 years ago. All I really remember is that he did a pretty good job; but, as to specifics, I’m sorry, but I just don’t remember.”
The candidate had called this individual and properly asked him to serve as a reference, and because they were still friends, the individual agreed – not expecting to be asked much more than what he thought of [Tom]. A carefully crafted set of interview questions, however, attempts to elicit more detailed information about a candidate for employment than he was merely a “good guy.” This is a crucial step in the hiring process that a potential employer should not overlook
Why Using Dated References is Not a Good Idea
In terms of evaluating the candidate’s suitability for the position to be filled, learning that he was a “good guy” is hardly enough information upon which to base a solid hiring decision. It’s not that the reference from 10 years ago wasn’t trying to be helpful; it’s just that expecting anyone to remember the specifics about a candidate’s job performance is, frankly, expecting too much.
So, when a potential employee lists professional references, remember that it’s important that they select people with whom they’ve worked recently enough for them to be familiar with their overall job performance. Current references are obviously the best, but asking someone they worked with more than 10 years ago is going to be a real test of memory for that individual and very well could slow down a potentially favorable hiring decision!
Laws Surrounding Reference Checks
Generally, most prospective employers require a standard background check covering an applicant’s criminal and court records from the past seven years. However, it’s always good to double-check this information beforehand as some companies may require a more extensive background check that goes further back than seven years. Additionally, the Fair Credit Reporting Act (FCRA) also sets certain guidelines that employers must follow when conducting background checks.
In addition to federal regulations, you also need to be aware of and stay up-to-date on state laws that apply to background checks for candidates in the states where they live and work. For example, several states have “ban the box” laws, which could prevent you from asking questions about an individual’s criminal record on a job application.
Why Work with Barada?
To stay compliant with federal, state, regional, and local guidelines and keep your organization and its people safe and risk-free – you need unparalleled expertise in all aspects of the laws that apply to background checks. Barada is able to provide that expertise with our years of experience and highly trained staff.
If you would like our expert experience to help you with reference checks and any background check employment services, contact us today! We’ll help you verify your job candidate’s work history and ensure that they’ve worked for the previous employers that they claim to.