A reference check is a key part of a comprehensive background check and can provide additional insights into a candidate’s job qualifications. This article explains how a reference check works, the pros and cons of conducting a reference check, and how to design an effective reference check process, whether you handle it internally or use a third-party service. Show
Every hiring manager and HR professional wants to match the right person with the right job. But aside from interviews, how do you ensure you’re making the most informed decision? One way of making a good hire is to do a reference check, which is a key part of a comprehensive background check and can help firm up a hiring decision. Performing a reference check lets you gain additional insights into a candidate’s job qualifications and helps you assess all of the candidates in line for a position. While you may already know the value of conducting reference checks, you might be reassessing your reference check process or wondering whether you should rely on a third party to take on this task. The information in this article can help you carry out an effective reference check process. Here are some of the questions we’ll answer: What is a reference check?What are the drawbacks and benefits of conducting a reference check?Should you handle reference checks internally or use a third party?What are some tips for performing a reference check?What Is A Reference Check?A reference check involves reaching out to an applicant’s former employers, managers, coworkers and teachers to learn more about the candidate’s performance in their previous roles, as well as their knowledge, skills, abilities, and character. A reference check helps you make a more informed decision about whether to hire a candidate, and can also help you eliminate unqualified candidates. A 2019 survey by Robert Half found that 34% of senior managers had decided not to hire a job candidate based on a reference check. Senior managers also cited these as the most important pieces of information they seek from reference checks: A reference check may also reveal a lie on a resume. In a 2020 survey by ResumeLab, 36% of Americans confessed they had lied on their resume. For instance, they may have stretched the truth about their job experience or previous job duties. How Does A Reference Check Differ From Employment Verification?Employment verification confirms whether an applicant worked for an employer listed on their resume and verifies the applicant’s job titles and dates of employment. A reference check aims to address a broader range of issues, such as:
What Are The Drawbacks & Benefits Of Conducting A Reference Check?Now that we’ve clarified the difference between employment verification and a reference check, you might be wondering what the pros and cons of a reference check are. ConsLet’s start with a couple of the drawbacks:
ProsNow, let’s move on to the benefits of reference checks. Among them are:
Handling Reference Checks Internally vs. Using A Third PartyRegardless of the pros and cons, you should be aware of concerns about handling reference checks on your own. These include:
Hiring a third party that specializes in professional reference checks could help an employer avoid these concerns. 6 Tips For Performing An Employment Reference CheckA reference check is a key part of the employment screening process. Here are six tips for performing an employment reference check. 1. Take the Process SeriouslyA casual approach to a reference check could stick you with a new hire who winds up not being the best fit for the job. Here are a few reasons why you should take a purposeful approach to reference checks:
2. Get Feedback From Others Involved in the Interview ProcessGathering feedback from colleagues involved in the interview process can help you gain more information during reference checks. Here are some questions you can pose to other participants in your hiring process to aid this effort:
3. Provide Basics About the JobWhen you share details about the job you’re trying to fill, a reference has a better idea of what to mention during a reference check. Ultimately, this helps you figure out whether the candidate’s background and skills meet your needs. Here are few things to discuss with a reference:
4. Ask the Right QuestionsAsking the right questions when you’re speaking with a reference can help pin down whether you should hire a candidate and can shield you from legal problems. Follow these steps to help ensure your questions are on the right track:
5. Organize InformationFor people in your organization to properly weigh a hiring decision, the information you collect during reference checks must be organized and shared. Why? Compiling the findings of reference checks in an orderly manner makes it easier for everybody involved in the hiring process to access the information and compare job candidates. To assist your colleagues, you might consider coming up with a bulleted list of key findings from a reference check and placing it in buckets like “technical skills,” “soft skills, and “strengths and weaknesses”. Organizing all of this information is important, however, it can consume a fair amount of time. Be sure to carefully document every reference check. This information could come in handy if someone files a complaint about the hiring process or hiring decision. 6. Consider Getting Help from ExpertsReference checks represent a key piece of the hiring puzzle. But the reference check process can be puzzling and time-consuming. A DIY approach can lead to inconsistency in asking questions during reference checks and lack of knowledge about which questions are OK to ask, and which are out of bounds. Therefore, you may want to consider enlisting help from a third-party team of experts to handle the employment reference check process for you. Reference Checks: The Next StepSo, now you know how beneficial reference checks are and what they look like. But you also know how time-consuming they can be. A critical consideration is whether you should tackle all of this internally or hand it over to an experienced third party. Entrusting your reference checks to a third-party provider like GoodHire saves time, streamlines recordkeeping and ensures consistency, all of which help you hire faster and more efficiently. Disclaimer The resources provided here are for educational purposes only and do not constitute legal advice. We advise you to consult your own counsel if you have legal questions related to your specific practices and compliance with applicable laws. Which of the following employee selection methods is most widely used in hiring new employees?32) The interview is the most widely used personnel selection procedure. Answer: TRUE Explanation: The personal interview is the most widely used selection procedure. Not all HR managers use tests or reference checks, but nearly all conduct personal interviews with job candidates.
What is the most common and widely used employee screening and selection tool used by Organisations?Employment interviews
The employment interview is probably the most commonly used assessment tool.
What are the various screening and selection methods used during the recruitment process?The methods for selecting employees include preliminary screening, phone interviews, face-to-face meetings, and HR functions to determine whether a candidate is indeed suitable for the job. Small businesses, even if staff resources are limited, should use these steps to choose the right candidate.
Which of the following applicant assessment methods would most likely have the least adverse impact on minorities?The correct option is B) cognitive ability tests
Explanation: The cognitive ability test has the most negligible impact on minorities as it is a general intelligence test used to measure a person's mental and intellectual ability.
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