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Reference Check Service

Did you know that 21% of Americans have admitted to using fake references? This is a shocking statistic that highlights the need for reliable reference check services. 

Reference check services involve contacting the references listed on a job candidate's resume or application to verify their employment history, skills, and character. They provide valuable insights into an individual’s work ethic, skills, and character traits that cannot be obtained solely from a resume or interview.

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Why Reference Checks Are Essential


Up to 85% of job candidates lie about their education and career history on their résumés. This is a major red flag for employers as it shows a lack of integrity and honesty. By verifying job references and conducting thorough reference checks, you can weed out these dishonest applicants and ensure that the people you hire are qualified, trustworthy, and reliable.

Build Trust with Accurate Information

Employers need accurate information to make informed hiring decisions. Employment verification and reference checks help employers confirm the authenticity of candidates’ details.

Uncover Potential Red Flags

By conducting reference checks, employers can detect inconsistencies or falsehoods in a candidate’s résumé, which may reveal potential red flags about their character or suitability for the role.

Validate Skills and Experience

A professional reference check helps to ensure that the candidate possesses the skills and experience they claim to have. This step is important to prevent the risks associated with hiring underqualified employees. Hiring individuals with misrepresented qualifications can lead to poor performance and negatively impact the company's reputation.

Ensure Workplace Safety

Comprehensive reference checks can also uncover any past behavioral issues or misconduct, which is essential for maintaining a safe and harmonious work environment through a fair and respectful process.

Build Your Team with Confidence

  • Identify any past behavioral issues that may affect workplace safety.

  • Confirm alignment with your company’s values and culture.

  • Reduce the likelihood of hiring underqualified individuals.

  • Build a team that contributes to sustained company growth.

  • Maintain your company’s integrity and reputation.

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Effective reference checks can support a trustworthy and competent workforce, start now with our reference check service.

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How it Works


Professional Reference Checking Services

You can get started with our Reference Checking Service in 3 easy steps.

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Step 1

Collect Candidate Information

Begin by gathering all necessary details from the candidate, including their previous employment history, referees’ contact information, and any relevant documentation that a prospective employer would require. This step sets the foundation for a thorough and effective reference check.

Step 2

Conduct Reference Interviews

Our verification specialists verify the references on your candidate’s application/résumé, asking questions to help you gain insight into the candidate’s work ethic, abilities, accomplishments, past performance, and reliability.

Step 3

Compile and Review Reports

Once the reference interviews are completed, we compile detailed reports based on the information gathered. These reports are meticulously reviewed to ensure accuracy,  relevance, and compliance. Finally, we provide you with a clear and concise summary to assist in your hiring decision, helping you build a reliable and competent team.

Professional Reference Checking Services

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Don't leave your hiring decisions to chance. Give your recruitment process a solid foundation with our professional reference-checking services. At KRESS Inc., we're industry leaders in pre-employment background checks and screenings, making us the ideal partner to help you build a strong and successful team.

So why wait? Begin now and ensure that your company's values and culture are upheld through every new hire. Trust KRESS Inc. for reliable, thorough, and accurate reference checks.

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Your Guide to Professional Reference Checks

Conducting professional reference checks is a crucial step in the hiring process that helps verify candidate information, assess job fit, and identify potential red flags. This guide outlines the main challenges, legal considerations, and best practices for conducting effective reference checks.


Why Conduct Reference Checks?

References provide valuable insight into a candidate's work history, skills, and character. They can help you verify information provided by the candidate in their application or resume, such as job titles, employment dates, and responsibilities. References also allow you to assess how well a candidate may fit within your company culture and team dynamics.

Identifying red flags helps detect any discrepancies or issues that may not have been apparent during the interview process. Ultimately, these steps lead to improved hiring quality, enabling more informed decisions that reduce turnover and enhance the workforce.


Challenges in Reference Checks

Despite the benefits of reference checks, they can be challenging for HR professionals and hiring managers. References may have varying levels of knowledge or willingness to provide information about a candidate. Additionally, candidates are likely to select references who will speak highly of them, making it challenging to obtain unbiased assessments.

Another challenge is finding time to conduct thorough reference checks while juggling other responsibilities throughout the hiring process. Partnering with a professional reference-checking service like KRESS Inc. can make all the difference.


Legal Considerations

Conducting reference checks involves navigating various legal considerations to ensure compliance and mitigate risks. Understanding these legal aspects is crucial for employers to conduct reference checks effectively and lawfully.

Federal Laws and Regulations

One of the primary federal laws that govern reference checks in the USA is the Fair Credit Reporting Act (FCRA). The FCRA sets forth several requirements for companies that collect and use consumer information, including:

  • Consent: Employers must obtain written consent from candidates before conducting reference checks.
  • Disclosure: Candidates must be informed if the information from their reference check will be used to make an adverse employment decision.
  • Accuracy: The information collected must be accurate and up-to-date.
  • Dispute Rights: Candidates have the right to dispute any incorrect or incomplete information contained in their reports.

Another important federal body is the Equal Employment Opportunity Commission (EEOC). The EEOC enforces laws prohibiting workplace discrimination. Employers must avoid discriminatory practices based on race, color, religion, sex, national origin, age, disability, or genetic information during the reference check process. Best practices to comply with EEOC guidelines include:

  • Consistency: Apply the same reference check process to all candidates to prevent discrimination.
  • Relevance: Ensure that the questions asked are related to the job and consistent with business necessity.

State Laws

State laws can vary significantly in terms of what information can be disclosed during reference checks and the protections available to employers and employees. Key elements to consider include:

  • Immunity Provisions: Some states offer legal immunity to employers providing references in good faith, protecting them from defamation lawsuits unless false or misleading information is given knowingly.
  • Consent Requirements: Certain states require employers to obtain the employee’s consent before providing reference information.
  • Permissible Information: States might specify what types of information can be disclosed, such as job performance, reasons for termination, and attendance records.

Common Legal Misunderstandings

There are several misconceptions regarding reference checks that can lead to legal complications:

Misunderstanding #1: Limited Information Disclosure

A common misconception is that employers can only confirm job titles and dates of employment. In reality, employers can provide detailed information about a candidate’s job performance, reasons for leaving, and other relevant details as long as the information is true, accurate, and fair.

Misunderstanding #2: Defamation Concerns

Employers often fear defamation lawsuits when providing negative references. However, defamation claims generally require proof of falsehood and malice. Honest, well-intentioned feedback, even if negative, is unlikely to result in a successful defamation claim.

Misunderstanding #3: Negligent Misstatement

Employers may worry about negligent misstatement claims if they provide inaccurate information. To mitigate this risk, ensure that all reference information is based on documented facts and provided without malice.

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