- Posted by Vidcruiter
- On October 2, 2012
- 0 Comments
- automated reference checking, hiring solution, online hiring, online recruiting
Examples of reference questions by email are very important for hiring organizations – especially those that are transitioning towards hiring over the Internet. These reference questions are key assessment tools in online hiring filling in the gaps over the anonymous realm of the World Wide Web. Organizations need all the exacting questions they can get to validate and revalidate employment claims of applicants. It must always be kept in mind that the hiring process must be done right the first time. Reference checks steer you clear from sourcing the wrong people – skills and attitude wise. Things said over virtual interviews can easily be falsified for favorable employment standing. Checking back an applicant’s employment past can make claims hold water as it really should.
Asking the right questions to the right people
To make the reference questions fitting to your purpose you must be able to categorize the questions accordingly relative to the person whom you are asking the questions to. This will narrow down the scope of your queries but give you better quality of information about the different aspects of an applicant’s professional and personal competency. The major categories of reference questions include professional reference questions, personal reference questions, customer reference questions, and casual recruitment reference questions. Each of these set questions has different purposes.
Professional reference queries are directed to an applicant’s previous boss. It targets general employment information and validation of professional claims still “fresh” on an applicant’s resume and preliminary interviews. Personal reference question on the other hand are used for applicants who never had the chance to work within organizations or had been out of the world of employment for a long time. Personal and interpersonal information are targeted for these reference questions just to get an overview of the applicant’s suitability to the job. Customer recruitment reference questions however are designed for people in sales. It solicits information regarding a salesman’s efficiency at work and his effectiveness in dealing with clients. Casual recruitment reference questions are for extracting information associated to professional self-management. This is great for people who had been self-employed for a long time.
Reference question allow for a more holistic look at an applicant
People are simply not perfect. Reference questions are designed to get into these imperfections while balancing it with the professional strengths of an applicant. This allows you to weigh the risks better in hiring the candidate. Reference information is an ideal source of information because they are provided by a third party that both value the applicant’s employment prospects, and the interest of the company wishing to hire the said applicant. This gives you a good look of a person’s competency, character, social skills, work ethic, creativity and initiative, and most importantly weaknesses and limitations.
Having the right set of questions can make a huge difference on the investigative function of a reference check. There are many examples of reference questions over the internet. These are ready to mail documents that you can easily customize yourself for your use. Do not let distance and lack of contact stop you from getting the best people for your job offerings.
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