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Background Checking: Conducting Reference Background Checks

Background Checking: Conducting Reference Background Checks. January 22, 2010. Conducting Reference Background Checks. Reference Background Checks.

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Background Checking: Conducting Reference Background Checks

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  1. Background Checking: Conducting Reference Background Checks January 22, 2010

  2. Conducting Reference Background Checks

  3. Reference Background Checks For the purpose of this research, the phrase “Reference background checks” refers to any verification of information provided by a job applicant (e.g., employment history), or communication with people regarding the job applicant (e.g., former supervisor or co-worker). It does not include credit and criminal background checks.

  4. Does your organization, or an agency hired by your organization, conduct reference background checks for any job candidates? Note: n=433. Respondents who responded “Not sure” were excluded from the analysis.

  5. Which category of job candidates does your organization conduct reference background checks on? Note: (n = 86) .The data in this figure represent organizations that conduct reference background checks on select job candidates. Percentages do not total to 100% as respondents were allowed multiple choices.

  6. In general, how frequently does your organization, or an agency hired by your organization, conduct any of the following reference background checks for its job candidates? Note: n=301-398. Respondents who responded “Not applicable” were excluded from the analysis.

  7. In general, how frequently does your organization, or an agency hired by your organization, conduct any of the following referencebackground checks for its job candidates? Comparison by Organizational Sector Comparison by Organizational Staff Size Nonprofit organizations conduct verifications of the following more than other sectors. • Verification of schools, colleges and/or universities attended: NP (65%) > Privately (PFP) (36%) • Verification of degree(s) conferred: NP (66%) > Privately (PFP) (40%) • Verification of certifications, licenses, etc.: NP (74%) > Publicly (FP) (32%), Privately (PFP) (23%) • Verification of schools, colleges and/or universities attended: Large (50%) > Medium (34%) • Verification of degree(s) conferred: Large (54%) > Small (36%) • Driving record check: Medium (40%) > Large (22%) • Verification of certifications, licenses, etc.: Large (41%) > Medium (26%) Comparison by Scope of Organization's Business • Verification of certifications, licenses, etc.: Primarily state based (58%) > Primarily nationally based (33%) Note: Comparison by organizations’ sector, staff size and scope of business represent those who answered that their organizations “always” conduct reference background checks. Privately owned for-profit organization = Private (PFP) Publicly owned for-profit organization = Publicly (FP) Nonprofit organization = NP Government sector = Govt Small = 1-99 employees Medium = 100-499 employees Large = 500 or more employees

  8. In general, how frequently does your organization, or an agency hired by your organization, conduct any of the following reference background checks for its job candidates? 2009 Compared With 2004 Note: Table represent those who answered that their organizations “always” conduct reference background checks. Where possible, 2009 data are compared with 2004; a dash (--) indicates that this particular option was not asked in 2004.

  9. How often do you discover information that is inaccurate compared to what job candidates presented during the interview process when conducting reference background checks on job candidates regarding: Note: n=107-365. Respondents who responded “Not applicable” were excluded from the analysis.

  10. In general, after conducting reference background checks, if inaccuracies/misrepresentations were discovered compared to what the job candidate presented during the interview process what types of information are MOST likely to impact your decision to NOT extend a job offer? Note: n=185. Respondents were allowed to select their top three options.

  11. Does your organization allow job candidates, in certain circumstances, the opportunity to explain the results of their reference background check that might have an adverse effect on an employment decision? Note: n=371

  12. What are the primary reasons that your organization conducts reference background checks on job candidates? Note: n=369. Respondents were allowed to select their top two reasons.

  13. Demographics: Organization Industry Note: n=312. Percentages may not total 100% due to rounding.

  14. Demographics: Organization Industry (continued) Note: n=312. Percentages may not total 100% due to rounding.

  15. Demographics: Organization Sector Note: n = 319. Percentages may not total 100% due to rounding

  16. Demographics: Organization Staff Size Note: n = 312. Percentages may not total 100% due to rounding

  17. Demographics: Organization Region Note: n = 312. Percentages may not total 100% due to rounding

  18. Demographics: Organization Operations Location Note: n = 315. Percentages may not total 100% due to rounding

  19. Background Checking Methodology • Response rate = 19% • Sample comprised of 433 randomly selected HR professionals from SHRM’s membership • Margin of error is +/- 5 • Survey fielded November 18 – December 4, 2009

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