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02.02.2016 : News
The Reference Check: A required procedure or a valuable tool in the hiring decision?
The demand for results in the fast-paced world of recruiting has given way to requirements for quicker returns of Reference Checks. What used to have an industry standard of a 5-7-day turnaround is now needed in 2-3 days or less. The norm in today’s marketplace is for applicants to provide the names and contact information for references that are to be contacted as part of the Reference Check process. By having the applicant provide information in this fashion is self-fulfilling and leads to the question as to how valuable is the information of such a reference? Does the reference have the professional relationship that candidate indicates or are they related in some fashion and doing the reference as a “favour”? Do we as Human Resource professionals do references because they are a required part of the hiring process or do we do them to obtain valuable information that we can use to make informed decisions.
We have found countless examples of candidate supplied references which were discovered to be false. A recent example is a reference that was supplied and gave a “glowing” reference for a candidate. The reference provided was in a management position for a large corporation that the candidate purported to have previously worked. The reference was thorough and covered all the necessary information. Later, as the candidate was not performing nearly as well as the reference indicated he should, a follow-up investigation was performed. It turned out that the reference was a relative to the candidate and in actuality the candidate never worked there. From a best practices standpoint – we need to ask ourselves, what can be done to prevent this?
First, always ask for the candidate to provide professional (management level) references from employers listed on their resume or application. Secondly, in addition to regular Reference Check, we recommend that clients also complete Employment Verification. Employment Verifications are performed through the Human Resources departments of all previous employers listed on a candidate’s resume. This will provide independent verification that a candidate actually worked for a company, the position held, dates and reason for leaving. This simple process will assure a client that the candidate indeed worked for an organization and provide credibility to a provided reference.
Although adding an Employment Verification to a background check will add costs, I am sure you will agree that the savings on a bad hire and preventing the damage that can be caused by someone who uses fraudulent references, greatly outweighs the added expense.
By Daniel Fallows
28.01.2019 : News
An individual’s driving record can reveal a history of offences such as impaired driving, speeding or dangerous driving. It also includes details of the driver’s licence and its history for a defined period, current status, active suspensions and fines. For some recruiters, an in-depth check of a candidate’s driving record is particularly useful in assessing whether a candidate meets industry standards, corporate insurance requirements and can reliably drive a company… Lire la suite »
06.01.2019 : News
Job applicants are becoming more subtle in how they falsify their resumes It may seem paradoxical that as companies become more efficient in performing effective background screening on applicants, the process is becoming more costly. The reason is simple: job applicants are becoming more subtle in how they falsify their resumes. They exaggerate and inflate rather than outright lie. Instead of deliberately lying on their resume by making up non-existent… Lire la suite »
04.09.2018 : News
The Ontario government passed Bill 3, the Pay Transparency Act 2018, on April 26, 2018. This Act will come into force on January 1, 2019, making Ontario the first province in Canada passing legislation regarding the regulation of pay transparency in the hiring process. This legislation is a part of the Ontario government agenda to promote gender equality and equal compensation. What is the purpose of the Act? Even though making distinction… Lire la suite »