- Posted by Vidcruiter
- On September 19, 2017
- 0 Comments
Using Automated Referencing to Your Advantage
References are a big part of the hiring process. Having an unbiased opinion from a previous supervisor can be the deciding factor between hiring or not hiring the applicant in question.
While reference checking is undoubtedly an important and necessary process, traditional methods of sorting and reaching references can be a huge waste of time.
Think About it This way:
- You have trimmed your list to five candidates.
- You want each candidate to provide three references.
- It takes 30 minutes to contact and speak with each reference.
In short, this means that reference checking for one position could potentially waste up to 7+ hours. For recruiting teams, this is a massive waste of resources and manpower.
How Automated Referencing Helps
Not only does automated referencing save time, but it also goes a long way in improving consistency.
Here is what our website has to say about this:
“Having different team members calling references at various times can give you inconsistent results”.
With VidCruiter’s referencing software, you create the questions you want to ask and send the same set to as many or as few candidates as you like. Adding more structure to your process gives you a better means of evaluating your prospects. It’s all about structure and consistency. With both these things on your side, it’s much easier to compare candidates in a fair environment.
When you leave traditional reference checking in the past, instead enlisting the help of the candidate, consistency will go through the roof. When you combine this with time savings and an easier comparison process, it is easy to see why a growing number of companies are considering this option.