There are steps one can take to improve the usefulness of the background information being sought. Specifically, include on the application form a statement for applicants to sign explicitly authorizing a background check. Remember that you can get relatively accurate information regarding dates of employment, eligibility for rehire, and job qualifications. It’s more difficult to get other background information (such as reasons for leaving a previous job).

Persistence and attentiveness to possible red flags improve results. If a former employer hesitates or seems to qualify their answers, try to unearth what the applicant did to make the former employer pause. Compare the application to the résumé. People tend to be more creative on their résumés than on their application forms, where they must certify the information.

Try to ask open-ended questions to get the references to talk more about the candidate. But stick to information that is specific and job related and keep information confidential. Ask the references supplied by the applicant to suggest other references. Then you begin getting information from references that may be more objective, because they did not come directly from the applicant. A full picture requires contacting the person’s former supervisors, colleagues, and subordinates.

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