 |
Hiring decisions should not be made without
making an effort to check references. Making hiring decisions without complete information
on candidates could lead to costly mistakes and may subject an employer to liability
for its hiring decision. Reference checking should simply be regarded as a component
of the interviewing process.
References help you get the full picture of the candidate's
skills, work habits, and personality. Reference checking is all about making sure
the candidate is right for the job.
Reference Checking Process
Inform job applicants at the initial interview stage that all finalists
are subject to a thorough reference checking process, which will involve contacting
prior employers for detailed discussions of the candidate's work experience and performance.
This advice sends the message to applicants that we have a rigorous selection process
and that we don't rely solely on the applicant's "prepared" reference list.
Advance notice can also help eliminate some applicants from pursuing the interviewing
process further.
Have candidate provide a minimum of three (3) reference
sources. It is helpful to get references from a combination of people who can discuss
the candidate's skills and work habits (e.g., prior supervisors, peers, and subordinates).
However, it is essential to get references from past managers. Ideally, one reference
should be from the candidate's current or most recent manager. If it is not possible
to speak with the current manager before hiring the candidate, you should still check
the reference, even if it is after the candidate has been hired.
|
|
ADA Compliance
Applicant
Management System (PeopleAdmin)
Employee Separation
Management Development Skills
Managing People
Orienting the New Employee
Policies
Recruitment & Hiring
Diversity
Outreach Resources
Interviewing
Onboarding
Posting
Exceptions/Waivers
Recruitment
Guide
Reference
Checking
Reviewing
Resumes |
|
