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Integrating Reference Checking Into the Total Recruitment and Employment Process
If your internal reference checking practices are not consistently addressing each of the following areas then your company is taking unnecessary risks that can prove costly.
Falsification of personal credentials
Industry surveys have shown that as many as 80% of the resumes you receive
for that job opening in your company contain at least one exaggeration,
misrepresentation or outright lie.
Reference checks that help you learn more about a candidate
Properly conducted reference checks can be a positive tool to learn more
about a candidate in order to assure his or her success in the new job.
A candidate's personality traits, work habits and interpersonal skills are
often as critical to his or her success as the specific job skills.
Don't confuse 'referrals' with 'references'
While personal referrals often produce exceptional job candidates, don't
hang halos over their heads just because an employee or a respected source
referred them. Often, the candidate was referred to your referral source,
who may not really know the candidate well.
Getting-and giving-useful employment references without liability
exposure
Getting and giving references that help managers make good hiring decisions
is a challenge. Federal and state laws limit employers' ability to share
negative information, but there are ways to give and acquire accurate information
on past employees without incurring liability.
Criminal, credit and driver's license investigations, when appropriate
Increased concern over violence in the workplace, harassment, and theft,
as well as a growing trend in the courts for holding companies liable for
the actions of their employees, should make employers more careful in their
hiring process.
Tune Up Your In-house Reference Checking Program
Our custom-tailored consulting services can help you evaluate and build a more thorough in-house professional reference checking program. Our program includes:
Analyzing and evaluating your existing reference checking practices
- Purpose of reference checks - to screen candidates in or out?
- Current process - who does what, how, when? What areas does your current program cover?
- Documentation - is it sufficient to be of value in the hiring process? Does it meet compliance standards? Could it help you defend a lawsuit?
Building a better reference checking system
- Design a planned process
- Assure compliance with all federal, state and industry regulations and licenses.
- Define responsibilities
Implementation
- Work with your staff and management to implement recommendations
Staff training, follow-on and consulting support
- Assist in training your staff to carry out the program internally
- Follow-up reviews to assure the program stays on track
- Reference checking support services, as needed
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LEVINE ASSOCIATES |
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