- Posted by Vidcruiter
- On March 14, 2013
- 0 Comments
- automated reference checking, online hiring, online reference, virtual interview
Anticipating legal blunders in confirming references
Laws governing labor issues and the general protection of employees against discrimination and unequal employment practices of organizations make it very important for you to consider carefully the way you handle your 360 references checks. Since you are at the mercy of the people from the previous organization you also need to think in behalf of them when asking your questions. Do not put them on the spot and give them an excuse not to answer your questions in a straightforward manner. Anticipating for legal blunders in reference checks and the information being exchanged within its process is important in structuring and composing your reference request effectively. Know the boundaries and limits of the questions you can ask. Always provide the referee the comfort level that he needs to answer you directly and truthfully.
The information you can solicit from a referee is very limited. Since information protection laws are dependable in arguing cases of maligning employment prospects, it is important that you respect this when composing your questions. You can ask general employment facts but you cannot dig deeper into things like political affiliations, union involvement, marital status, even personal information that does not have any importance to the pending job application like inputs to a job applicant’s hobbies and interests. Information on race, nationality, ethnic origin, and even religion can also be covered by employment equality laws therefore this cannot be used to decline a job applicant. Disability can also be a sensitive issue in reference checks. Unless the job being applied for calls for very specific physical ability to perform it effectively and safely, there is no reason for any form of physical disability to be a basis to negatively impact a job application.
What this means for you as a recruiter? This means you cannot have all the information you want and decide solely on those to accept applications or deny them. You need to understand that you cannot have it all and that selection (in every sense of the word) has its limits and are stipulated on an existing legislation. Job performance is a multi faceted element that you need to figure out through safe and reliable ways and means.
Getting over legal blunders
You can steer clear from litigations by asking the right questions, building up on one answer to the next to get a more objective look at an applicant’s past performance without compromising yours and the referee’s position in the process. You can also change the way you assess an application by putting reference checks at the very end of the selection process where an offer will be made regardless what you find out in confirming references. Securing the channel where the request is coursed through is important. This can steer clear form leaks that can push uncalled for protests from the applicant which can eventually lead to litigation.
Automating the whole reference check process can secure it in many ways. There is lesser recruiter-to-referee interaction saving both parties time and effort. Recruiters often waste a lot of time contacting, scheduling, and interviewing referees while referees are easily disturbed, even agitated by reference requests that are often persistent and urgent. There is an online reference checking platform you can tap to free you from these reference check issues.