Human Resources |
From the July/August 2018 Net Assets magazine
The following is an excerpt of the article "The More You Know," which covers nine additional topics (see box below).
By Linda Adler and Michael Blacher, Liebert Cassidy Whitmore
Checking references should be a part of every school’s hiring practice. It increases the likelihood of making a well-informed hiring decision, protects against claims of negligent hiring, and demonstrates fairness, equity and transparency in the recruitment process. Yet we repeatedly find that schools fail to undertake this critical step – and that they do so to their detriment.
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Schools may be reluctant to initiate reference checks because they anticipate that former employers will not provide meaningful information. That concern is not only speculative but can be remedied in at least two ways. First, require all applicants to sign a release permitting information to be shared without fear of defamation or other claims. Former employers may similarly require a release before sharing information. A refusal to provide a release is itself telling. Second, require all applicants to approve of sharing their personnel records.
What about departing staff? Look for the forthcoming article, "Messy Separations," published on NetAssets.org in July.
When seeking references, speak to those who actually supervised the applicant. Include that information on your application. Prepare a list of open-ended questions that you use consistently. Examples include:
Finally, document the information you sought and obtained for each reference check. It’s a best practice whose time has come.
Download a PDF of this article.#HumanResources#RiskManagement
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