Background Checks and References

Background checks and references are the last verification step before you make an offer. Most businesses either skip them or do them wrong. Here is the fast, practical approach.

When to run a background check

Run it after a verbal offer, not before. Do not spend money checking every candidate you interview. Make a conditional offer first ("we'd like to hire you, pending a background check"), then run the check.

This is also legally cleaner. Adverse action based on background check results has specific legal requirements. Running checks pre-offer on all candidates creates unnecessary complexity.

What to look for (trade-specific)

• ✓Driving record: required for any role with a company vehicle or driving responsibilities. Look for DUI/DWI history and suspension history.
• ✓Criminal record: relevant convictions depend on your state and the role. Consult your attorney on what you can and cannot consider.
• ✓Identity verification: confirm they are who they say they are.
• ✓For cleaning roles: theft-related convictions are more relevant than for other trades.
• ✓For roles with access to customer homes: any violent crime history is relevant.

Background check services to use

Checkr, Sterling, and HireRight are the most common. Checkr is popular for small businesses because of its simple integration and pricing. Turnaround is usually 1-2 business days for standard checks.

References: how to do them fast

Most reference calls go nowhere because you ask vague questions and get vague answers. Here is a script that gets you real information in under 5 minutes.

"Hi, my name is [Name] from [Company]. [Candidate] listed you as a reference for a [job title] position we're filling. Do you have 5 minutes?"

[Wait for yes]

"Great. Three quick questions:

1. In what capacity did you work with [Candidate] and for how long?

2. What were they best at in that role?

3. Is there anything about the kind of work we're talking about -- [brief description] -- that you think they'd struggle with?

[The third question is the most important. Listen carefully. Silence after question 3 tells you something.]

And one final thing: if [Candidate] applied to come back and work for you, would you rehire them? Why or why not?"

What to do with the results

If a reference is lukewarm or gives a non-answer on rehire, that is useful information. It does not automatically mean you pass on the candidate, but it should factor into your decision. Ask yourself: what is the risk of this hire going wrong, and does that risk change based on what I heard?

Turnaround timeline to plan for

• ✓Background check: 1-3 business days (standard), same-day (expedited)
• ✓Driving record: usually same-day or next-day
• ✓Reference calls: schedule 2 and allow 2-3 days to connect
• ✓Total expected delay from verbal offer to clear: 3-5 business days