- Posted by Vidcruiter
- On March 26, 2012
- 0 Comments
- automated reference, automated reference checking, online hiring, reference check
1. HR policies about providing confidential information on a past employee are admittedly frequently broken. The confidential information rule is strictly followed by HR personnel so what you should do is to directly contact an applicant’s immediate superior. It is an unwritten rule among unit and branch managers in companies to hand out what are supposed to be confidential information on their past employees which have been vetted by the new company they are applying.
4. A reference’s voice tone over the phone is more important than the words he or she is saying. People in HR departments can be graduates in behavioral psychology because they can easily spot out a person’s tone on the phone. For instance, if a reference takes more than a second in hesitation to nod to an applicant’s quality of work, then that is a potential red flag definitely.
But how can you save time and not need to do all this work for every single reference especially for applicants that you are on the fence with… The answer is simple: use an online reference checking tool . This will allow you to speed up the process and only call a very select few references if you want to get a clarification.
How about you? What do you think of the relevance of reference checking in hiring a new employee?
To learn more about how you can improve your hiring go to www.vidreferencing.com.