The Significance Of Verifying Character References

The Significance Of Verifying Character References

by | Dec 10, 2021 | Employment Agencies, Recruitment Agencies

Most HR managers today can only supply the fundamentals. The fear of a lawsuit invalidates subjective or litigious work. Employment verification frequently reveals merely the candidate’s start and finish dates, along with the position held. Most applicants lack the information needed to make a good hiring decision. The HR Manager may sometimes state the candidate was “in outstanding standing”.

Upon writing this blog, there was a radio broadcast in which the host’s commenter reaffirmed this idea. The commenter warned human resources professionals that giving a favourable reference might be as harmful as offering a bad one. According to him, uniformity in job verifications is critical. He advised that simply the start date, end date, and job occupied be included in the report.

Is this basic information sufficient to make an educated decision on a potential employee? Sometimes. If it’s a straightforward task that doesn’t need any specialized training, then sure. In this case, all that matters is whether the applicant worked at the former job. Whether or if an IT candidate’s past employment as a pizza delivery guy can cast any natural light on the applicant’s talent is a matter of discussion for the company.

More and more companies are resorting to reference checks to learn more about their job seekers and their unique talents since conventional employment verification provides so little information. While reference checks have their advantages and disadvantages, they are a good idea in many recruiting settings.

Reference Verification

Reference checks are the most acceptable way to assess a job candidate’s abilities. Employers may use references to assess a job candidate’s IT abilities and familiarity with general and industry-specific programs. Recruiters may also like to learn more about the applicant’s graphic and web design skills.

Additionally, during reference checks, recruiters may elicit extra information from past employers. Inquiring about the applicant’s management style is possible. A candidate’s interpersonal abilities must be evaluated by the employer. Additionally, they may also inquire about the candidate’s ability to function successfully on their own or as part of a group. It’s important to know whether the applicant is reliable. How often does the applicant fail to show up for work? In what ways might the candidate do better?

An applicant wouldn’t offer a recruiter recommendation who would intentionally wreck their ship. Sometimes a reference isn’t as positive as the applicant would want. However, the reference wants to be a decent person, they may also wish to be honest. There are various causes. They may desire to warn you. Personal concerns do arise. They don’t always cover their butts.

The following are some questions you may desire to ask while performing reference checks.

Date:
Candidate name:
Reference name:
Reference Title/Company:
The company where they worked together:
Relation to Candidate:
Reference Phone:
Confirm Candidate’s Title and Dates of Employment:
1) Did the candidate report directly to you?
If not, what was your working relationship?
2) What were this person’s main responsibilities?
3) a. What are this person’s strengths?
b. What are some areas in which this person can improve?
4) How does this person work with others?
5) In what ways does he/she respond to stressful (high pressure) situations?
6) Did he/she ever have a problem with tardiness or absenteeism?
7) What advice would you give his/her future manager in working with, and motivating this person?
8) Would you rehire this person? If not, why?
9) On a scale of 1 to 10 (10 being best), how would you rate this person’s overall performance?
10) Do you have any additional comments that you feel would be helpful?

Additional things to keep in mind while doing reference checks

Depending on the company’s needs, you should choose reference questions that are most relevant to the subject. Use the same format for these questions. Otherwise, the researcher might go insane. Then there’s the issue of equity and the effect it has on labour laws. Keep your balance. Using reference checks as a pre-employment screening technique is a great idea. Background checks may be useful if done appropriately.

Make sure that any contact information given by the job seeker about the reference is genuine. In connection, find a way to verify that the reference is not really the candidate’s cousin Larry pretending to be the former CEO of Nonexistent Enterprises, ready to give them a fantastic review. No, it is unbelievable. Rethink! Recruiters can then compare the candidate’s dishonesty with their boldness and originality. Honestly, it is not an exaggeration!

Why Do Graphic Design Resumes Get Discarded?

Why Do Graphic Design Resumes Get Discarded?

by | Dec 6, 2021 | Employment Agencies, Gigital, Recruitment Agencies

Numerous competent and accomplished graphic designers have their resumes stored in the circular file bin, often known as the trash can or recycling bin. Do you know what’s going on with these well-trained and worthy graphic designers? Some beginner graphic designers make tiny, avoidable mistakes in their resumes. And this is why employers reject their applications.

Common errors in graphic design resumes

Among the most common mistakes individuals make when applying for their first job as a graphic designer is to show off the design skills in their resume rather than just describing them. Resumes for graphic designers should be clean and concise. There is no place for fancy fonts, graphics, or page borders on a Curriculum vitae for a graphic design position. Although they will capture the attention of recruiters, these graphic design resumes will be laughed at and discarded.

Before submitting a resume to potential companies, many individuals commit the second most frequent mistake. They fail to review their documents. Hiring managers believe that graphic designers lack attention to detail if their resumes contain errors or one noticeable typo. Regardless of how talented the designer is, the employer will still discard the application.

The third most common mistake affects the creation of a graphic design resume. Failing to present one’s talents, skills, and qualities appropriately. The designers’ work history should contain dates, job titles and the names of their supervisors, and the locations of the companies where they worked. Moreover, if the applicant works as an intern or employee at a graphic design business, they should reflect it in their resume.

Other reasons for discarding a graphic design resume

It is not only the lack of experience that causes a graphic designer’s resume to get discarded. It is also not advisable to include non-graphic design-related hobbies, skills, and affiliations.

Candidates having a college background, membership in professional groups, or other credentials in graphic design should include these on their resumes. Keep in mind that the applicant’s educational background is a great way to show their abilities and qualities. Recruiters will reject graphic design resumes that lack this information in favor of more qualified candidates.

If the job seeker has not finished their college education yet, they have considerable talents or achievements connected to graphic design while in high school, they should not put their high school education on their resumes for graphic design.

Applicants’ graphic design resumes should not include any false, fraudulent, or overstated data. This unethical behaviour might also result in the loss of jobs acquired by providing false or overstated graphic design resumes.