Question for those who hire, regarding reference checks

I used to work HR before I went to nursing school. We did not call references on candidates that were not at least being strongly considered for hire. I did not work for HR in Healthcare but I can't imagine these kinds of practices would vary too much from industry to industry.

When I was in management they never called references. Legally, all you can say is did they work there, in what capacity, what dates, and would you rehire. Practically, references are meaningless- if you loved a person, you'd be mad they left and badmouth them. If you hated a person, naturally you'd praise them to be glad they left. Realistically, in management meetings, they would degrade and insult and disparage applicants that they didn't like.

Practically, references are meaningless- if you loved a person, you'd be mad they left and badmouth them. If you hated a person, naturally you'd praise them to be glad they left.

Yikes! Hopefully I'm dealing with mature adults and not spiteful *******.

Two of my four references are a previous coworker and previous manager, so they have no dog in the race, as I no longer work with/for them.

The reference letters the potential employer sends out are form questionnaires done online, where they are supposed to grade me from 1-10 about about a dozen questions about my work habits, interpersonal skills, etc. They then compile the questionnaires and I'm given an overall score.

I know what your saying Karl, who lists a reference that will say something bad about them? NOBODY-So there's no point in checking them!

OP-The answer to your question is "Depends" as both scenarios are common. The good thing is they wouldnt be wasting their time if they werent interested in you.

The reference letters the potential employer sends out are form questionnaires done online, where they are supposed to grade me from 1-10 about about a dozen questions about my work habits, interpersonal skills, etc. They then compile the questionnaires and I'm given an overall score.

PATENTLY ILLEGAL UNLESS YOU HAVE SIGNED AN AUTHORIZATION SPECIFICALLY GIVING UP YOUR RIGHTS TO CONFIDENTIALITY. SIGNING AN AUTHORIZATION TO ALLOW A PRIOR EMPLOYER TO GIVE A REFERENCE DOES NOT ALLOW THEM TO GRADE YOU OR MAKE ILLEGAL COMMENTS.

Aside from that, I've had so many jobs, none of my prior bosses are still around, so I have a collection of letters of reference.

Now- who likes his eggs with a side of roadkill??

I know what your saying Karl, who lists a reference that will say something bad about them? NOBODY-So there's no point in checking them!

Actually, we just had an applicant who had a bad reference. He was top contender for a high level management job. Yikes! In answer to your question- we often check references on only the top candidate, but sometimes the top 2. Also, as work reference (prior boss), you can only say whether you would rehire. However, we do not necessarily check past work references, but personal references. These references can pretty much tell us whatever they want. So to everyone out there- please verify your references are good!

Anyway, what does the ex employer gain by giving any reference information other than name, rank and serial number? Other than a possible lawsuit, I mean? The employee is gone, it's time to live and let live.

Anyway, what does the ex employer gain by giving any reference information other than name, rank and serial number? Other than a possible lawsuit, I mean? The employee is gone, it's time to live and let live.

I'm not really sure what you're trying to say.

Whatever you're smoking, can I have some? On second thought...I will probably have a drug test in my near future.

The law is clear on references- were they employed there, in what capacity, what dates were involved, and would you rehire. Since you claim an applicant had a bad reference, you also have to admit the law was not followed. By breaking that law, the only thing the ex employer stands to gain is a defamation lawsuit. Again, I'll ask you why the ex employer would bother, and risk such a thing. It makes no sense. But it's illegal, nonetheless.

And FYI, I stopped smoking in 2002. (And yes I inhaled, for 25 years. But tobacco doesn't seem to be what you speak of). And be it that you admit to being party (or at least being privvy to) to a violation of federal law, re: references, I'll ask you if you think you are immune from that, when you leave the employer you speak of?

I disagree, Karl.

There is a difference between verification of past/present employment -- which is limited to dates employed, job title, and rehire status ... and listing a person as a personal reference. There is no legal reason that a person that an applicant has listed as a reference cannot speak freely about the applicants.

Like I noted before, you are correct, so long as you have given written, clear consent to obtain prior employment information that is not protected by federal law. As in: "You can call anybody and ask them anything, and no matter what they say I hold you free from liability or any claims of damage, even call my neighbors and my doctor, and you can also have a copy of my health record and my credit report", like that. Just signing consent for prior employment verification doesn't cut it.