Appendix D: Reference Check Recommendations

Purpose:  Per UPS 210.001, California State University, Fullerton is fully committed to increasing the diversity of its faculty through promoting strategies that yield robust, highly qualified finalists. Reference checks help validate claims made by finalists as well as perceptions of search committee members regarding the finalist’s job-related qualifications.

Reference checks should be done with at least two committee members on the call.

  1. References should be checked on all candidates selected as finalists before an offer is made by the Dean.
  2. Keep in mind that information revealed as part of the reference checking procedure is, as a part of the hiring process, confidential and is to be shared only with those who are a part of the selection process.
    1. Conduct a minimum of 3 reference checks.
    2. Best practice is to have one reference from an immediate supervisor or colleague/peer who knows the finalist's professional work experience.
  3. Make sure that questions are written, open-ended, and probe only job-related criteria.
  4. Ask the same questions for all finalists. Follow-up questions related to a specific response made by a finalist in the application materials or interview process are encouraged.
  5. Take notes.
  6. If one of the references is unavailable (e.g., out of the country), sending them the questions and getting their feedback via email is permissible. You can also ask the finalist for another reference.
  7. Confirm any potentially negative findings by seeking additional references or information to provide a complete picture of the finalist's qualifications and experience.

[1] Williams, Damon A., Joseph B. Berger, and Shederick A. McClendon. Toward a Model of Inclusive Excellence and Change in Postsecondary Institutions. Washington, D.C. Association for American Colleges & Universities, 2005.