Reference Checking – How Can the NFP Sector Get It Right?
It’s almost accepted that applicants vying for their dream job will exaggerate the details they provide on their resume or during interviews – to ma...
Reference checking - it’s a critical component of the hiring process but the way it is typically conducted has led it to become a burden to HR managers and recruiters. For as long as the process is considered a necessary evil, it will not be done properly and the insights derived will be inconsistent, unreliable and ultimately will lead to uninformed hiring decisions.
There are six simple steps I recommend taking to ensure that every
reference check you take is measurable, defendable and resourceful.
Phone-based reference checking is slow, time consuming and fraught with
the risk of human error. Taking references by phone relies on the
availability of referees and their willingness to provide the time and
consideration required to provide useful feedback. The way in which
questions are asked will also inevitably vary between recruiters,
resulting in a lack of comparable data across candidates.
Reference check questioning should be factual and relevant to role a
candidate is seeking. Phone-based reference checking can quickly become
conversational, which can easily result in unintended discriminatory and
leading questions being asked of the referee, and responses provided
that are irrelevant to the role, but may sway a hirer’s decision.
Did you know, legally, you need a candidate’s permission to check their
references? It’s one of the most common mistakes made by recruiters and
hiring managers during the hiring process and one that can put you and
your organisation at risk. Recruiters and hiring managers handle the
private information of hundreds of candidates on a weekly basis.
Ensuring data gathered is stored and shared in accordance with data
privacy laws is critical.
Researching a candidate’s background is critical to understanding
whether they’re right for the role, but no one enjoys playing “phone
tag”. The frustration that comes with using old, laborious processes can
result in ineffective and, even, irrelevant information. Introducing
efficient solutions will streamline and speed up the reference checking
process and deliver useful, insightful results.
Businesses that create standardised questions are able to avoid biased questioning, as well as better benchmarks for candidates. Customised questionnaires also enable businesses to ensure they are using relevant and tailored questioning for each position. Delivering these questions online, without human interference is the final step to enabling an unbiased result.
Added levels of security mean automated reference checking systems like
Xref are able to flag responses which may be considered fraudulent.
Implement the firewalls necessary to filter out fraudsters before your
company hits the headlines for failing to do its due diligence and
hiring an unqualified or unsavoury character.
Original article can be found here.
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