- Posted by Vidcruiter
- On March 1, 2013
- 0 Comments
- 360 reference checking, automated reference checking
Reference checks done right the first time!
References are very important in recruitment and selection. It provides recruiters a chance to confirm resume details and double check skills, competence, and attitude inputs. This is done through interviewing key people from the previous company the applicant worked for. Through structurally sound questions significant information can be solicited from referees.
Why the right questions?
The right questions are important in two ways. First it leads referees to the information you want from them. Secondly you let the referee feel safe in your line of questioning. Sometimes formal written requests have ineffective questions that can result to low quality input for a job applicant’s employment background check. The questions are also not tailored enough for a certain position that the data collected are vague and do not have any assessment value for selection purposes. Asking the right questions give justice to checking references.
Without effective structure a reference check can be just for compliance and would not serve its real purpose in recruitment. This too can affect the way you hire as an organization and can have some very serious implications in your human capitalization efforts. Right-on questions can also mean fast turnaround of the whole reference confirmation process. The information needed is quickly secured and then used for selecting the best candidate. This can prove to be very important in today’s war for talent where organizations needs to scramble for as many applicants as they can and process them fast to get to the right one before anybody else.
There are numerous expensive litigations that can stem from careless questions (and answers) that can get you and the referee in a legal debacle with consideration to laws that protect equal rights to employment (covers job applicants). The fear of litigation is also a very important consideration in making your reference request as this can easily scare referees away or make him too cautious in answering your questions that you end up with nothing at the end of the interview. This fact is applicable no matter what method you use in delivering the reference request. Be mindful of sensitive issues that can have some legal implications like gender, religion, race, disability, union involvement, and even legal issues with an applicant’s previous organization. These litigation hotbeds are very sensitive because there are laws that specifically cover for these.
There is also concern for sharing sensitive information on job applicants (and soliciting it from referees). A state like California prohibits sharing of sensitive information that can affect the chances of an employee to secure gainful employment. This is why many organizations are adapting reference checks as a process that cannot affect an applicant’s standing in the hiring process. Reference checks are done at the offer stage and not on the qualification stages like most companies practice.
Choosing the best platform
The best system to check references is a platform that is both safe and accessible. This is why an online reference checking system is very ideal for confirming references. It provides you a safe place to post a reference request while proving easy access to referees. This easy access is complimented with an unhurried method in letting them answer the request increasing the comfort level of referees in providing you with answers you really need from them. Watch how we can guarantee you quality hires with a 360 reference check! The simplicity of this platform can make your whole reference check protocol more suitable in today’s recruitment landscape.
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