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 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.
The company where they worked together:
Relation to Candidate:
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!