Would you hire someone without checking their references? It's a time consuming but necessary step in the hiring process, especially when we are talking about Mid-Management and Executive roles. Some people may think that an interview is enough to get a feel for the person they are interviewing, but this just isn't the case. The best way to find out if your candidate is up to standards or not is to ask them who they have worked for in the past and collect relevant feedbacks by their network.
It's important to always check references of your potential candidates' refrences to avoid bias. As recruiters, we are inclined to believe people who share similar backgrounds with us and don't recognize the importance of diversity in the workplace. We often make judgments based solely on first impressions and the results of a couple of hours of interviewing processes. However, making assumptions about a candidate can lead to unhappy employees and low productivity rates that translates easily in also a financial damage for the company.
Many companies are struggling with the decision to fill an open position as they feel a looming responsibility to ensure that they hire the best person for the job. As a result, the amount of time spent checking a candidate's references has been shortened, leading some people to feel a rush to close a position without fully considering all their options.
The average hiring manager is faced with a dilemma: they have to quickly fill a vacant position, but also need to ensure that the candidates' references are accurate and honest. This can be difficult when so many people are willing to exaggerate their credentials in order to get the job. But there are ways for hiring managers to ensure that they're not being duped into selecting the wrong person for the position.
The reference check process has become too formal and time consuming. Though, in the past, reference checking was a quick and straightforward process that allowed employers to make informed hiring decisions for positions, now it’s a drawn-out process that takes up an immense amount of time. Also, very often this becomes a job for an assistant or trainee, with very little experience and it becomes a very mechanic process. Exactly due to limited time, the process of reference checking has become too formal and too many employers are asking for an electronic reference check and this leads to a lack of face-to-face interaction with potential employees. resulting in not understanding what the other person's job performance was like because they only speak over the phone, a form or an email.
Let us take care of it and give to referees and candidates a great experience.
When we design and deliver this service for our clients, we use 3 main criterias:
Powered by technology, we can quickly ask, capture and collect consent to candidates and referees.
We ask our clients what are the questions they are interested in but at the same time we advise them on how to keep every question mark within the legitimate consent boundaries with the support of our amazing legal team. For more clarifications about compliance terms of a reference check visit our article on the "consent" and "legitimate interest" topic" here:
Dedicate your trainees to more meaningful activities meanwhile with one click we collect in the same time more references in on shot. No mechanic scheduled calls anymore to fill in a paper in front fo your eyes.
In average, each referee responding to our questionaires need to spare only 3 to 5 minutes of their time.
During a reference check call, have you ever had the feeling that you don't really know what's the point of collecting feedbacks that at the first sight they all look very "politically correct" but are not telling you anything about the real feeling of the referee?
Thanks to the power of cutting edge technologies, once the contacts of of the referees are provided our AI driven system automates the request and is capable to receive text based or voice-based inputs that will be processed by data science that will not only read but understand if the feedback provided is genuine, neutral, positive and negative and will automatically add a meaningful "score" to words.
The world of HR is constantly invaded by technoogy. Will this system provide me a valuable feedback?
What RED. Recruitment deploys in this field, it is a technology that is scientifically and business wise largely tested on client feedback collection. We combine NPS and neural "text or voice" analytics to get you the most credible feedbacks and emotions behind people words.
An example on what we are able to see and understand out of a reference check message: