A primary contact refers to a third party, typically a previous employer, that serves as a reliable source for gathering pertinent information surrounding the job title, start and end dates, and any forthcoming details connected with an applicant’s job history. The background check is an indispensable aspect of the hiring process, with primary contacts operating as a linchpin for selecting and appointing the right candidates to a position.
Many human resources (HR) experts confirm that utilizing primary contacts via previous employers for references is an essential criterion for appraising the caliber of dependability and proficiency of a potential candidate. Pre-employment background checks provide employers with a framework of legitimate material to draw inferences from an applicant’s professional background in terms of meeting company expectations at the outset. Incidentally, employers that treat primary contacts as a priority are more likely to avoid economic setbacks with high turnovers and liabilities following negligent hiring claims that may ensue when appointing individuals to safety-sensitive positions.
Study reports illustrate lax protocol by employers to perform thorough background checks on the premise of violating corporate policies concerning sensitive information that might otherwise discredit the applicant in question. While businesses reserve the discretion to use primary contacts as a definitive referral source, it is a more beneficial approach in eliminating the nuanced technicalities with falsified documents appearing as sound work history. Consequently, an investigative consumer report allows employers to canvass facts across different employers to level any potential discrepancies that might bar employment.
Because employers have a legal responsibility to procure individuals that mirror a company’s image and status in the commercial macrocosm, pre-employment background checks can hinge on primary contacts for hiring procedures. The cost-to-benefits ratio helps protect the employer against the long-term consequences of hiring the wrong individual to fill a job position where training, benefits, and compensation are expenditures that affect the bottom line.