What step must a staffing firm take after making a reference check?

The correct response involves notifying the candidate in writing of their information rights after conducting a reference check. This step is crucial because it adheres to legal requirements for transparency and fairness in the hiring process. Candidates have a right to know how their personal information, including the findings from reference checks, is being handled.

Providing this type of communication ensures compliance with various privacy laws and regulations, which mandate that individuals be informed about the collection and use of their personal data. This practice not only fosters trust between the staffing firm and the candidate but also protects the firm from potential legal challenges regarding privacy violations.

The other suggestions, while they might seem relevant in the context of handling reference checks, do not correspond directly to the legal obligations regarding candidates' information rights. Documenting the reference is part of internal record-keeping, immediate candidate feedback may be premature, and publishing findings could breach confidentiality agreements and privacy standards.