- Posted by Vidcruiter
- On March 9, 2012
- 0 Comments
- automated reference, automated reference checking, online hiring, online recruiting
Obviously, the rationale behind reference checking is to provide a relatively clear picture of a new hires future performance through glimpses of his past. Science has taught us that a person’s character may evolve over time but reference checking wouldn’t hurt as basis, would it?
Be Prepared. Make a list of questions that you want to ask the reference. Then input it in the automated reference checking application. But these are just open-ended questions. Intently read all the reference’s answer and you are free to ask follow-up questions which are not on the list.
The following are the expected results of reference checking:
- Examine basic information – dates of past employment, compensation and reason for leaving the firm.
- Past job conduct – how the candidate fared in his previous jobs. Was there a trend?
- Past accomplishments – did the candidate excel in these jobs?
- The reference’s point of view – would the reference recommend to you to hire the candidate at hand?
Prior to actual reference checking always make sure you have the applicants permission to contact the reference to discuss their past employment history.
Be subjective in the questioning as much as you can. Avoid questions that are answerable by mere yes or no.
Lastly, open up to the reference the possibility that he or she may be contacted for further clarification over the phone regarding the candidate at hand.
Then avoid questions that deal with medical conditions of the person, his or her sexual orientation, family issues and religious status. These are protected by law and have nothing to do with his or her work application.
Is there anything that you may add to the list of questions for reference checking?