1 / 8

Reference Checking Reducing the Risk

Reference Checking Reducing the Risk. Benefits of Checking References. Protects and lowers the risk to the organization Contributes to overall performance Supports retention Confirms impressions about candidate Investigate concerns raised during interview process

dsammons
Download Presentation

Reference Checking Reducing the Risk

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Reference Checking Reducing the Risk

  2. Benefits of Checking References • Protects and lowers the risk to the organization • Contributes to overall performance • Supports retention • Confirms impressions about candidate • Investigate concerns raised during interview process • Substantiate or discredit claims made by candidate • Gather performance related information • Requirement of employment

  3. What to Check • Watch out for: • Assuming that one good reference will lead to more • Gaps/missing info are still important when other information checks out • An applicant with these qualification will….. • Work related or professional references are ideal • Obtain a minimum of 2 references • The more recent the better • Treat all reference information as confidential

  4. When to Check • Prior to the interview • After the interview but prior to the offer • After the interview and after the conditional offer Expedites selection Traditional process Expedites hiring

  5. How to Prepare • Gather the necessary information • Understand job requirements/competencies • Carefully review resumes and application form • Look for gaps and overlaps in work experience and/or unrealistic and vague qualifications • Be familiar with the outcome of the interview(s) • Prepare questions in advance • Contact references and ensure that timing is good • .

  6. What to Ask • Behavioural or competency based questions will help assess potential performance in areas such as: • Leadership • Problem solving • Critical thinking • Handling stress/conflict • Self-directed • Technical or performance related questions such as: • • Computers, software, hardware, programs… • • Counselling skills • • Attendance record • • Clinical knowledge • • Overall performance

  7. Making The Call • Ask for the referee by name, verify title • Introduce self, title, organization • State purpose of call • Outline job and requirements • Ensure confidentiality • Listen for inconsistencies, gather specific examples • Document results ensuring objectivity • Sign and Date

  8. KEY TIPS • Resume falsifying is on the rise • Almost 90% of HR directors surveyed by the SHRM reported resume untruths ranging from past salaries to personal identification. • While education credentials can be verified with a simple phone call to the school, work-related investigations require a little (and sometimes a lot), more sleuthing. • Most common resume distortion involves education. • Other typical resume falsehoods include: • embellished job titles and duties, stretched employment dates • Listen for words or phrases that might indicate problem areas • Be prepared to have follow-up discussion with the candidate

More Related