Do you present offer before or after your reference checks? Do the applicant have to have 3/3 verified references before moving to next step?
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Hello — looking for guidance on a workplace issue. We hired a manager’s son because he was highly qualified and has done a great job. Recently, two employees raised concerns about perceived favoritism. In reality, he’s often taken on difficult tasks others declined, but we can’t share those details. The perception is now affecting morale and team dynamics. Global HR said upper management should handle instead of HR. Seems not right. Any advice on managing the perception and team dynamics?
HR Manager in a manufacturing facility with no college degree or SHRM-CP cert or anything. Just military HR background and some manufacturing experience when I was younger. The small company I work for has never had an HR person or department. If they decide they still do not NEED an HR and I am just "doing what could be done by department heads", how screwed am I to find another job? On a scale of 1-10. Only been here for just under a year and it is my only civilian HR experience.
I’ve been in meetings where leadership said they wanted honest employee feedback, then became visibly uncomfortable when they actually received it. HR often encourages openness while quietly managing reactions behind the scenes. Do organizations really want honest feedback, or just positive feedback?
We don't really do reference checks around here. Apparently they find them to be outdated and a waste of time. I disagree, but I'm just one dude working here so I don't really care enough to go against the grain or make a big deal about it.
Acceptance of the verbal offer --> Reference Checks. I WILL NOT reach out to references for a candidate that hasn't accepted a verbal offer that includes the comp plan, start date, and any ramp/onboarding details. I do this as a service to the candidate. I wouldn't want my references to set their time aside if I am not accepting an offer. You can dip into that pond only a very few times before it becomes a chore for references.
That's a helpful perspective. Thanks for sharing!
If I feel really optimistic about a candidate and it is low risk hire, I make the offer subject to reference check. Have never had to revoke offer at this stage, but would be awkward without a huge issue.
This is why most large companies do not allow reference checks. Too much of a liability. I have not checked a reference in over 20 years and it is the companies policy not to as well.
I have been working for the Big Consulting firms for over 20 years. We never do reference checks and we do not give references. We can only confirm the title and dates of employment. Too much of a liability issue and who would give out a name of someone that would give them a bad reference.
You still do reference checks?!
We do background checks but no actual reference checks anymore
I usually do reference checks before extending an offer, but I also check with candidates at the end of their last interview stage and say, "We're going to be checking references on our top candidates. If any of your references are not expecting reference calls, now would be the time to let them know." I usually only check references on our top candidate, but I do like to pre-warn them in case a) they want to withdraw/they aren't interested in the job anymore or b) their current supervisor is a reference but isn't aware that they've been applying.
Nothing’s in the bag until an applicant gets an actual contract to sign. We do normally check for references before offer. Unless there is one outstanding candidate, we do reference checks for the 2-3 top candidates and use them to narrow down the top choice. This is my experience across 3 companieS. We also require a reference from the most recent role, not being willing to give one might not be a deal breaker but if there is another candidate who will, in the end, they could be the preferred candidate due to this.