1. If you work in th US I’d suggest a conversation with HR about your current practices - this issue is frought with legal issues and liability (as the referenc

1. If you work in th US I’d suggest a conversation with HR about your current practices - this issue is frought with legal issues and liability (as the reference giver as well). 2. Passive diligence (looking someone up online) is very different than active diligence where you disclose to another party the candidate’s status and potentially receive defamatory information. 3. You say you’d “respect” a candidates desire for you to not contact a current employer, but it also doesn’t sound as if you think that is explicitly out of bounds. 4. Just out of curiousity were a candidate to lose their current job (for example), due to word getting back to their current employer due to your Backdoor Checks - what level of responsibility are you prepared to personally undertake? Seems to me that people should be exceedingly cautious that their actions don’t result in someone losing their livelihood due to a gossipy former colleague....