The most important thing to remember is that as a Search Chair you have the responsibility to conduct a structured interview process. While structured interviews may reduce spontaneity, they ensure that similar information will be gathered from all candidates. This makes it possible to compare qualifications and reduce equity concerns. In other words, every applicant should be treated the same, asked the same interview questions, and given the same considerations. Verifying applicants' qualifications is the process of corroborating the information that applicants furnish, determining if any important facts were omitted, and obtaining other relevant information about the applicants' employability.
Previous employers are important sources of information about job applicants.
Unfortunately, due to fear of defamation suits, many employers are reluctant to reveal anything but basic facts about a former employee. Often, having applicants read and sign the release form will prompt them to reveal information they did not include in their resume. Recent studies found that 80 percent of the resumes applicants submitted did not accurately report their job experience. Serious, even tragic, consequences may result from inadequate verification of applicants' personal characteristics and other relevant qualifications. Depending on the position, a more extensive background check may need to be considered.