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Test your knowledge and decide how well you understand Reference Checking Practices in Canada.
Your company decides not to hire a candidate due to a history of poor performance discovered from checking his references. This decision is made after making an offer to hire, conditional upon satisfactory references. Is your company liable?
Your company requests a reference from a candidate's former employer when the candidate did not put forward that individual for a reference. Is your company at risk?
As a former employer, are you required to provide a reference if requested?
The best type of reference is your personal opinion, as it protects you and your organization against lawsuits.
When supplying a reference, you should only communicate positive feedback in order to increase the former employee's chance of being hired.
Are candidates less likely to misrepresent their achievements on a resume than during an interview?
A former employee is having difficulty meeting the expectations of his or her new employer. Are you at risk if you did not provide accurate information to the new employer about the employee during a reference check?
Can you reject a candidate for refusing to provide a reference from their current employer?
A prospective employer does not consider a candidate for a position because the current employer refuses to give a reference. Is the current employer at risk?
Under Canadian Human Rights legislation, you are discouraged from providing historic performance feedback on former employees.
Your company has a policy against providing references. Is there any risk if a co-worker provides a personal reference?
Will completing reference checks on prospective candidates eliminate risk when hiring?
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