人力资源部经常被要求为离开其组织的人提供推荐信或就业信。如果认为工作做得好，此类信函通常会包括就业细节，例如就业日期、担任的职位和令人满意的业绩陈述。
经常被问到的问题是，如果候选人已经提供了就业推荐信，是否还需要进行推荐信检查？显而易见的答案是肯定的，但人力资源从业人员通常不进行此类检查的原因有几个：
参考检查的复杂性和低响应率
联系正确的联系人以完成参考检查所需的研究
在参考检查中发现新信息或有用信息的比率低
招聘人员的繁忙日程
聘请专业公司完成参考调查所涉及的成本
事实上，如果使用正确的程序和协议正确执行，则可以在真正为招聘决策增加价值的时期内完成背景调查。根据我们的经验，进行参考调查不仅可以验证就业信息，还可以捕捉候选人的工作方式和业绩记录，这对招聘人员和未来的经理都非常有用。
The question often asked is whether it is still necessary to perform a reference check given a candidate has already provided an employment reference letter? The obvious answer is yes but there are several reasons why HR practitioners are often not performing such check:
The complexity and low respond rate of the reference check
The research required to reach the right contact person to complete the reference check
The low rate of discovering new or useful information in the reference check
The busy schedule of the recruiters
The cost involved in hiring professional firms to complete the reference check
Indeed, if performed properly with the right procedures and protocols, reference checks can be completed within a period that truly add values to the hiring decision. According to our experience, conducting a reference check not only provides verification for employment information but also capture the candidate’s working style and track record that are very useful for both the recruiter and future manager.
