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"Given what you know about Ima Teacher, is he/she eligible for rehire in your district? Would YOU rehire him/her?"
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| Keep checking references. Don't contain your reference calling to only those people listed on the candidate's resume and application. When calling references, ask if the reference knows of anyone else who might be able to give first-hand experience about the candidate’s work experience. |
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Conducting Background Checks |
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When giving references, remember that if we do these things, we are less subject to liability:
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Have a reasonable expectation that the person you're talking to is a potential employer. |
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Do not violate a candidate's civil rights (give information that would discriminate based on a candidates gender, minority status, age, health condition, etc.). |
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Provide only first hand information. |
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Provide information about the candidate's WORK record only. |
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Be honest. |
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It is advised that background checks in the pre-screening phase of hiring process be conducted. This prevents you and the interview team from taking time to interview candidates that are not highly recommended.
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Calling References |
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It is OK to call references not found on the candidate's resume or application. Your burden as a reference caller is to be sure that your questions are related to the candidate's work experience AND that you believe the person giving the reference is a legitimate source who has knowledge of the candidate and can provide an accurate and honest assessment.
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Phone Reference Questions |
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Districts should develop a standard set of questions to be asked of references. See "Phone Reference Questions" for a list of quick to answer, comprehensive, and defensible questions. |
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