Xref is coming to The Forum for In-House Recruiters - April 27
I'm pleased to announce that Xref will be making its first appearance at the The Forum for In-House Recruiters (The FIRM) on April 27 at Stationers Ha...
In the last year, we have introduced the Xref solution to several new, international markets and while each country and HR industry has its own, specific challenges and opportunities - for which we can adapt to address - the basis of the Xref solution remains the same.
For us, the period during which we’re first building our presence in a market is one of the most exciting – we have the opportunity to explain the Xref solution from scratch and witness the lightbulb moment for our new customers. Today, we’re growing our portfolio in New Zealand and were lucky enough to sponsor, exhibit and present at the recent HR Leaders’ Summit in Auckland.
We spoke to a number of HR professionals, some familiar faces and some that were new to us, and over the course of the day we answered many interesting questions about who we are and what we do. By way of a summary for all those attending (and, indeed, any others that are interested!) we’ve compiled a list of our top six questions and answers from the summit.
Of course, if you’d like to know more, feel free to drop us a line anytime and we’ll be happy to explain how Xref could help your organisation specifically.
While HR technology solutions undoubtedly improve efficiency, and reduce money wasted through automation, their implementation must be strategic and carefully considered in order to meet their full potential. It is important to take a step back and assess your options before diving in and implementing any or all of the solutions available. To ensure you are picking the best tools for your business, Xref CEO and Co-Founder, Lee-Martin Seymour has created a seven-point checklist, focusing on the key questions you should consider before investing in HR technology. Download your copy here: 7 Questions for HR Tech Success.
The challenges and opportunities of the changing workforce are widely discussed in the HR industry but it’s fair to say that one process which should always remain the same, regardless of the people hired, is referencing. Today, many businesses hire a high volume of contractors, which can often lead to corner cutting and dismissal of the referencing process, due to its traditionally time consuming nature. However, contractors can place more risk on a business due to company security, IP, copyright, and BYOD. As such, having a reliable understanding of their background and previous performance is even more critical. Introducing an automated and streamlined referencing solution, such as Xref, can remove the perceived burden of a critical hiring process, whether for permanent staff or higher volume contractors.
Written references submitted with an applicant’s resume have long been considered unreliable, they do not necessarily relate to the advertised position and might not provide sufficient or timely insight into how well the applicant performs specific duties relevant to the role. Verbal references have, therefore, been valued for being role specific and current. However, the traditional approach adopted for collecting verbal feedback can be inefficient, inconsistent and open to candidate fraud and employer discrimination. A fully automated referencing process allows the employer to formulate role specific templates, quickly and easily, and collect more than 60 percent more data than they would traditionally, over the phone.
The flexibility and convenience of the Xref interface has been critical to our success – 98 percent of all reference requests conducted via the Xref platform are completed, and 45 percent are delivered outside of traditional working hours. Xref adds significant value for work- life 3.0, allowing employers, candidates and referees the flexibility and adaptability for the next generation of workplace management.
Reference checking is the only way we can be sure candidates are genuine and will live up to the claims they make in their resume and during their interviews. It’s the only way to generate an independent assessment of a candidate’s strengths and weaknesses. And perhaps most importantly, it’s the only way we can get the detailed, third-party perspective on a candidate’s personality that will help us manage and retain them. Reference checking should not be a box ticking exercise, but should be used to deliver the valuable insight that determines a candidate’s long-term suitability for the role and potential value for the business.
Reference checking offers the employer valuable opinions and insight into the candidate's professional skills, traits and personality, as well as the opportunity to identify capability alignment with specific job criteria. Although references are objective, they clearly verify or invalidate work experience and offer views beyond our own biased opinions as the recruiter. Of course, we can never 100 percent guarantee the validity of the comments made by a referee but automated solutions at least offer the advantage of monitoring for any red flags that might implicate fraudulent behaviour – something that is simply not possible when conducting references by phone.
Every trip we make out to New Zealand is always a memorable one. We had some insightful meetings throughout the week, attended 2 great events and are already planning our next trip out to meet with new customers across the country. New Zealand is excited about HR tech innovation and so are we here at Xref. Until next time...
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