Employment reference checks are essential to securing the best-fit talent in Singapore’s competitive business arena. Conducting a reference check during the hiring process is a key strategy for employers to determine whether the candidate is who they claim to be, and whether they are a suitable fit for the role.
Contacting a candidate’s colleagues or supervisors gives HR and recruitment leaders the opportunity to verify the person’s qualifications, employment history, and whether they have the technical skills for the job. Reference checks also offer unique insights into an applicant’s attitude, work ethic, and any potential red flags for consideration in onboarding.
Reference checks can be conducted using standard pre-employment screening tools. Employment reference check forms are used in Singapore to canvass the details of a candidate’s work history, performance status, credentials, and character references. The forms often cover between five and seven years of a person’s employment history to give a comprehensive picture of their job experiences.
In this article, check out this step-by-step guide to Singapore’s employment reference checks in 2026 and beyond.
Why Employee Reference Checks Matter More Than You Think
Employment reference check forms are an important component of the hiring process. These forms go beyond simple background verification to assist potential employers in securing the right talent for the role.
By using a structured, standardised form, HR and recruitment leaders can collect consistent, objective, and in-depth insights about a candidate from their previous employers. This process helps to validate a candidate’s skills, cultural fit, and overall performance, reducing the risk of costly mistakes like hiring the wrong person or discovering that a candidate has lied about their qualifications.
What Are the Legal Rules for Reference Checks in Singapore?
With a high number of applicants potentially exaggerating or fabricating their skills and experience, a reference check is a vital validation tool in the hiring process.
Employment reference check forms require candidate consent under the Personal Data Protection Act (PDPA) and typically verify details such as job titles, dates/time spent in roles, salary, and reasons for leaving.
HR and recruitment leaders must always seek consent from the candidate before contacting the references on their form and follow the correct background screening processes from the Ministry of Manpower (MOM). Employers need to obtain the candidate’s consent before collecting or disclosing personal data to third parties, such as previous employers.
Checks must also comply with the Tripartite Guidelines on Fair Employment Practices to avoid discrimination. Potential employers should be mindful of discrimination guidelines when asking for some personal details.
For employers completing an employment reference, they must ensure it is accurate, objective, and not misleading. Employers have a duty of care to provide a true reflection of the employee. References must not give an unfair or inaccurate impression of the person. The information should focus on employment details, performance, and conduct in an objective and structured way. Overall, it should provide the facts about the person.
How to Conduct Reference Checks That Get Real Answers
Hiring the wrong candidate is expensive. A thorough reference and background check can reveal red flags such as poor performance or interpersonal conflicts before they become costly problems in the workplace.
Verifying a person’s references involves confirming important and objective details like their job title(s), tenure, education, and certifications. To get the real answers about an applicant, it is important to look at their cultural and personality fit as well as their professional background. References can offer insight into whether a candidate’s attitude and work style matches the company’s culture and values. These details are far more telling than a resume.
While interviews focus on what a candidate says they can do, reference checks reveal how they work, from their ability to collaborate, handle stress, effectively manage projects, and lead a team.
Studies show that more than half (53%) of all resumes in Singapore contain falsifications. Reference checks are a critical component of the hiring process that provide unique insights into a person, showcasing much more relevant information about a candidate than interviews alone.
Reference Check Documentation: How Long to Keep Records
Employers recommended conducting reference checks as part of Singapore’s background screening process.
In Singapore, HR departments tend to keep employee reference checks and records for at least five years after an employee leaves. This approach aligns with general business record-keeping requirements. For recruitment specifically, MOM guidelines suggest keeping the records and details of interviews and job offers for at least one year after they occur.
Reference and Background Checks with RMI
On the surface, reference checks are viewed as closing out the hiring process. However, when done well, a reference check can go beyond being a simple tick-the-box exercise and provide in-depth insight into a candidate’s suitability for the role.
Reference checks are a vital aspect of background screening, with nearly every employer in Singapore conducting these checks prior to onboarding an applicant. That is why savvy companies want to partner with a trusted background screening service that complies with Singapore’s stringent employment and verification standards.
RMI is a top global provider offering cutting-edge background screening solutions in Singapore. RMI brings renowned education and background screening services to the Asia-Pacific region and beyond.
RMI is a one-stop-ship solution for a company’s education and employment verification needs, with full visibility and transparency of timelines, processes, and expectations. We provide a friendly, dedicated service that screens applicants quickly and efficiently via leading technology and excellent quality standards.
RMI is proudly endorsed by the MOM and Early Childhood Development Agency (ECDA), bringing tailored screening services that are fast, people-centric, and hassle-free. Over the years, RMI has successfully conducted 400,000+ background checks, helping 3,273+ companies find the right hires across 76+ countries. Please get in touch with us to find out how we can help you secure the best talent for your business.