- Posted by Vidcruiter
- On March 10, 2012
- 0 Comments
- applicant hiring system, automated reference checking, employment reference, online hiring
- Let the Candidate Choose. This is particularly itchy because some former supervisors are quite hesitant to talk about their former subordinates because of confidentiality clauses they have signed with their respective companies. So these references must be professional enough to handle the interview respectably.
- Put Emphasis On Shared Job Reference. Another factor is the length of time the reference and the candidate have worked together. One cannot formulate his or her opinion about a person he has worked with for only two weeks. The acceptable length of time that the reference and the candidate is at least five months. And note that behavioral consistency is not an issue here given the fact that people may change over time. If posing questions about particular skills, the reference must have first hand knowledge about the candidate’s technical capabilities. If the candidate is a fresh graduate, then
college professors may be accepted as references. As much as possible, avoid HR personnel as references because they do not have technical knowledge on a candidate’s specific job.
The beautiful aspect of VidCruiter product VidReferencing is that you can now ask for as many references as you want. Imagine getting 5 or even 7 references without taking up any of your time. This extra information goes a long way in getting to know the character of the applicants who are trying to get a job with you.
So, did you find the above general guidelines in choosing references useful?