Recruitment and Placement

• Develop a Recruitment Plan
• Identify Your Recruitment Needs
• Advertise and Market Your Position
• Screen and Place New Members
  • Screening Applicants
  • Interviewing Applicants
  • Checking References and Conducting Background Checks
  • Making Decisions
• Prepare for New Members

Home > Recruitment and Placement > Screen and Place New Members > Checking References and Conducting Background Checks

Checking References and Conducting Background Checks

Using other sources to help assess candidates

The reference check is often the most misunderstood step in screening an applicant. Although the information obtained can be highly subjective, these tips from the field can help you gather useful data:

• See the sample reference call sheet for ideas of what to ask and how to capture responses. While this particular sample contains some questions for a rural, environmental program, it can easily be customized for different programs.
• Look at this set of reference questions that were developed by an urban site.
• Use reference checks to look for information that would change—not validate—your decision.
• Know (or ask for) the reference's position in the organization.
• Refrain from directly describing the position; rather, identify critical skills, attitudes, and characteristics. For example, ask questions related to the candidate's social skills, ability to network, introverted or extroverted personality, and communication style.
• Balance the conversation with open-ended questions. Direct questions provide specific information while open-ended ones may yield unexpected information.
• Pay attention to what the reference is saying—note if he or she raises a red flag, avoids answering a question, or is vague. Probe deeper. If a reference doesn't return repeated calls, ask the candidate to make the connection for you or request another reference.
• Don't be afraid to follow up with a reference if you learn additional information and need clarification.

Although checking references doesn't always provide reliable information, you should always verify candidates' education and employment.

Conducting background checks is critical for programs—particularly those whose members will be working with vulnerable populations such as children, the elderly, or disabled persons.

• AmeriCorps*State and National programs are now required to conduct background checks of applicants. Click here for resources and links to more information.
• VISTA requires a criminal history check on all VISTA members. Click here for more information
• Check out the Staff Screening Toolkit [PDF] developed by the Nonprofit Risk Management Center. This toolkit provides a practical approach to screening paid and volunteer staff.

Go on to Making Decisions

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