Understanding the Extent of Information Gained from a Reference Check
In my master’s program capstone project, I delved into the topic of full disclosure of police employee background information in Colorado. This project provided a deep understanding of the various responses employers and organizations may give during a reference check, and the evolution of these practices over time.
Types of Responses During a Reference Check
When conducting reference checks, particularly in the context of law enforcement, the responses can vary widely. Let’s explore the different types of responses and their implications:
1. The Official Response
One common type of response is the official response. This response is typically straightforward and includes basic details like an employee’s start and end dates, position, and salary. It also indicates whether the employee is eligible for rehire. This response is often provided via official communication channels.
“Employee worked for us from [DATE] to [DATE]. Their starting title was [TITLE] and their ending title was [TITLE]. Their pay was [PAYRATE] and ended at [FINAL PAYRATE]. They are / are not eligible for rehire.”
2. The Unofficial Cautions
Another type of response is more nuanced and might contain hints about past events. This response is often whispered with a sense of caution:
“Buddy, you didn’t hear this from me, but my agency let this dude go for some odd stuff… like… and …. You won’t get that from any official statement, you’ll need to dig it up on your own and ask to review the records.”
Employers may refuse to provide specific details and tell you to verify them yourself, citing non-disclosure agreements (NDAs).
3. Full Disclosure
The full disclosure response provides the most transparency. Employers may offer to let you review the records or even share detailed information without strict conditions:
“Well, c’mon down and read what we got so long as you have a release - na- just kidding a release is nice but we don’t need one. It’s all for the better anyway. I won’t tell you good or bad, you can read for yourself.”
4. Official Plus
This response is highly opinionated and potentially misleading. It might include assessments from the employer about the applicant’s performance, suitability for a new role, and reasons for leaving the previous position:
“So, there are good things and bad things in this applicant’s packet. I can tell you they left on their own free will; there was no ‘negotiated settlement’ to get the person to leave. In general, the reason they left is… whatever. They are technically eligible for rehire under policy but they won’t be given the chance. Talk to their last supervisor and get the rest of the scoop or come read for yourself. I think he’d do well at a different agency; this one wasn’t a good fit.”
This type of response is often avoided due to the potential for misinterpretation and legal risks.
Impact of Background Checks on Employment
The type of response received during a reference check can greatly impact an individual's employment prospects:
1. Average Jobs
For most jobs, the last supervisor may provide the official response. This is often sufficient for less critical positions. However, it may not provide a comprehensive understanding of the candidate’s performance.
2. Sensitive Positions
For roles that require a thorough background check, employers will strive to gather as much information as possible. They may dig deeper into the applicant's past to ensure they are a suitable fit for the position.
3. Government Clearances
For highly sensitive positions, such as those requiring government clearance, the full employment history and background can be extremely important. These checks can be extensive, leaving no room for ambiguity.
Legislative and Evolving Practices
Thanks to public outcry and legislative actions, Colorado now has a full disclosure statute. This law mandates that agencies must provide comprehensive background information during reference checks. While still some unofficial statements persist, full disclosure practices have become more widespread.
While most civilian employers provide the official response due to size and turnover, some smaller organizations may go out of their way to provide a more detailed assessment. These efforts are often reflected in the full disclosure responses, which require more documentation and effort from both parties.
Conclusion
Understanding the types of responses in a reference check is crucial for job seekers and employers alike. The extent of information gained can vary significantly, and it's important to know what to expect. As regulations continue to evolve, the trend towards full disclosure will likely become more prevalent, providing clearer insights into an applicant's background.