But that belief is ill-informed. When done well, reference-checking can be illuminating and extremely valuable to the interview process. But to be effective, the practice requires intuition, common sense, and good listening skills.
Unfortunately, there is plenty of room for error in this arena, like failing to conduct a reference check before offering someone the job. The following are five common reference-checking mistakes made by recruiters, employers, and others involved with the hiring process.
Given the ramifications of a disastrous hire , it is more important than ever to carefully conduct a reference check before offering the job to any candidate.
However, it does not necessarily mean anything more than that, so don't start to get your hopes up too much, too soon. In some cases, competition within your particular industry, or chosen profession may be very fierce, and you may go from one job interview to the next without any success at all. To learn that an employer is taking up references for you is a good sign and, if your references are good, this could very well result in you receiving an offer of employment.
But a look behind the scenes will show you why you should not get too excited. It's very easy to assume that if you have made it through the initial job interview and your prospective employer is taking up references that you probably got the job.
Unfortunately, many people think this way and, as a result, a lot of people are disappointed. The fact that an employer does a reference check after an interview is certainly a good sign, but don't rush out and buy the Champagne just yet. As the leader in web-based talent decision tools, Checkster enables organizations to make better talent decisions. In addition to saving time, contacts invited to provide candidate feedback online are more likely to provide honest input, leading to better quality insights about candidates, as well as faster response times.
Using different reference check questions can also expose weaknesses that were not discovered in the interview process. A question like this will get you feedback on how well the candidate worked with team members or whether they preferred working independently. Based on fit, this type of feedback can make or break a hiring decision. An outdated practice still common in many organizations, is the method of checking references at the end of the hiring process.
However, the best time to check references is actually immediately after the first or second round of in-person interviews and not later down the line. Reference checks, when done well, can elicit highly valuable information that can directly inform the next steps in the hiring process. For example, a digital reference check may uncover that the candidate is fraudulent when gathering references, faking one themselves, or that the candidate actually performed poorly in a similar role recently.
If this information is instead uncovered early in the process, as is possible with digital reference checks, a company can save time and money by narrowing down the candidates and moving ahead only with those receiving good reference reviews. The phone reference check is a thing of the past. Going digital with your reference checks saves teams time, provides better feedback, ensures compliance and is far more convenient for all parties involved.
To learn how you can get more actionable hiring data from Checkster, sign up for a free demo here. What does employment verification mean? Similar to reference checks, conducting previous employment verifications over the phone can be time consuming and at times offer dubious or limited results.
Employment verifications are done similarly to reference checks. Recruiters or hiring managers have to connect with previous employers over the phone to verify information. This is typically done toward the end of the recruiting process, because doing this for all initial candidates is too time consuming.
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