- Posted by Vidcruiter
- On April 4, 2013
- 0 Comments
Get reference information fast and easy today!
Reference checks are innately time-consuming and can even be a recruitment bottleneck if not managed well. Simplifying it can do a lot for your hiring, speeding up your applicant screening processes and give you a more holistic assessment tool that is both reliable and very effective. Confirming the claims people write in their resumes is not only assuring honesty or integrity, it is also a necessary check of competence that will eventually affect the talent pool you have within your organization. By simply calling referees and talking to them about an applicant’s employment history, you gain a better understanding of a candidate’s professional bearing. This will enable you to decide better to hire him or not. This too can affect the future of your company’s business as the human capital sits in the very center of organizational growth. How can you actually simplify the way you confirm references? You start with people and then focus your attention to the process.
What about people?
You simply look at an applicant’s references and decide if these are ideal referees. It is important for you to understand that personal references (parent, cousin, a family friend with no professional ties with the applicant) are not ideal referees. They can give you very limited professional inputs about the job applicant not to mention the biases that they have affecting the reliability of their answers. Personal references are only allowed when the applicant does not have any professional experience. Referees must also be aware that they are a reference for someone’s application. This is why it is important to talk to referees initially before the actual interview. You can confirm availability, schedules, and ensure awareness that he or she is a reference person for someone. By understanding “people matter” in the reference checking process you can develop a more systematic way to go over confirmations. You can initiate procedures that anticipate people concerns and address common issues before you really have to deal with these things, which is when a simple reference check becomes a hiring process liability.
What about processes?
Where do you position reference checks? Is it early on the selection process or right at the very end? How will it actually affect an application? Can the information gained from these reference confirmations affect your decision to hire or not? How is the assessment from the reference check integrated into the whole recruitment process? These questions are very important in streamlining the process of reference checks. It can strategically change the way you handle references and the information they provide. This can then be a basis in simplifying the reference check protocols and the whole hiring process. This can also give you a vantage point when and where to use applicable technologies in checking references.
What about reference check technologies?
There are online reference checking platforms today that you can tap to post your questions for the reference check. You simply provide referees access to the platform, give them the ability to remotely answer the queries when they want to, where they want to.