Plan checks for a legitimate purpose
Course overview · 4 min reading + 12 min practice, estimated
Principles and method
Reference and verification checks should relate to the role and use appropriate permission, timing and handling. Decide which claims need verification and who is qualified to interpret the result. Do not contact a current employer unexpectedly or collect irrelevant private information. A reference is one evidence source with limits; brief factual references do not automatically indicate a poor employee. Follow the organisation’s approved process and obtain jurisdiction-specific advice where needed. Document discrepancies neutrally and give the appropriate person a chance to clarify before a consequential decision.
Worked example
A candidate asks that their current employer not be contacted before an agreed stage. The recruiter records the restriction and coordinates permitted alternatives rather than treating the request as suspicious.
Put it into practice
Create a reference plan for a fictional role with purpose, timing and permissions.
Use fictional information and keep your work in your own notes.
Compare your approach: self-review guidance
Specify exactly what needs verification and who can see the result. Include a route for discrepancies and a rule preventing unauthorised contact with a current employer.
Sources and further reading
Original Academy teaching and fictional examples. These references provide context, not endorsement. Edition 2026.09; updated 2026-09-24.
- CIPD: Selection methods
Professional context for selection methods and their limitations.
- GOV.UK: Discrimination in recruitment
UK legal context. Obtain advice for your jurisdiction and circumstances.