The ideal number of references is six to eight. These people should be work-related, including a direct supervisor, colleagues, and clients who have regular contact with the applicant. Having so many references allows recruiters to do 360 reference checking.
Automated reference checks are the best way to see if a candidate is lying on their application. When putting together reference check questions, make sure you’re not doing just a background check. By focusing on the past performance of the applicant, you’ll discover if this person can do what the job requires.
Keep the comfort level of the referee in mind so they have the ability to answer your questions truthfully. One way you can do this is by saving reference checking until the end of the recruitment process. This allows the hiring manager to validate what the candidate has said about their work history and shouldn’t affect whether or not an offer will be made.
Laws governing labor issues and the protection of employees against discrimination make it essential for recruiters to consider how to handle 360 references checks. Anticipating for legal blunders is vital in structuring and composing your reference request. Know the limits of the questions you can ask and stay within those limits.
When creating an automated reference checking application, you want to make sure you ask about the candidate’s necessary information such as dates of past employment, compensation, and reason for leaving. You should also ask about their prior conduct and how the candidate fared in previous jobs. Asking about past accomplishments will tell you if the applicant excelled in earlier positions. Be as subjective in the questioning as much as you can and avoid questions with a mere “yes” or “no” answer. Don’t ask about the applicant’s medical conditions, sexual orientation, family issues, or religious status.
Often, the same issues will come up when checking references. Some references will give few details or doesn’t know enough about the candidate to provide an adequate reference. Another problem could be the historical settings not aligning with current conditions. A different atmosphere at a previous job could mean some checking points are not applicable to your business. There could be negative qualities from the last environment work which won’t carry over to the new job. Anticipating these issues could help recruiters prevent making a bad hiring decision based on references.
Discover the benefits an automated reference checking system can have for your company and hiring team. It will help staff spend less time on the phone confirming minor details and more time evaluating qualified candidates. Moreover, combine video interviewing with our ATS for the ultimate recruiting experience.