Reference Check: Digging The Truth of Candidate’s Past Performance
The pre-employment screening process has done, so has the interview. Are you sure the candidate’s answers were trustworthy during the interview? The hiring process has not done yet. It is important that the recruiters or interviewers see the candidate with pessimistic eyes until the very end of the recruitment process.
The truth is it can be very hard to know what someone is like to work with on a day-to-day basis solely from a formal interview. Therefore, the recruiters should conduct reference checks. A reference check is an objective evaluation of a candidate’s past job performance based on information collected from key individuals who have known and worked with the candidate.
Key Individuals in Reference Check
Determining who should be contacted during a reference check is a critical step. Here are some key individuals who typically provide the most relevant and objective information:
Direct Supervisor
This person knows the candidate’s daily performance and contributions best. A direct supervisor can provide deep insights into the candidate’s strengths and weaknesses, as well as how they interact with the team.
Senior Management
In addition to the direct supervisor, a senior manager can also offer valuable perspectives on the candidate’s overall performance and how they contribute to the organization’s broader goals.
Clients or Colleagues
Sometimes, getting a perspective from clients or colleagues who have directly interacted with the candidate can be very beneficial. They can provide a broader view of how the candidate works in different situations and under pressure.
Interpreting the Information
After obtaining feedback from key individuals, the next step is to interpret this information. Some signs to watch for include:
1. Negative References
If the feedback given by the reference is negative or only provides basic information such as name, position, and employment dates, this could indicate that the candidate’s performance was unsatisfactory or the previous company has a policy of not providing further information.
2. Discrepancies
If there are significant differences between the information provided by the reference and what the candidate said during the interview, this should be a red flag. Discrepancies can indicate that the candidate may not be honest about their experience or skills.
3. Overly Positive References
While positive references are highly desired, references that are too perfect without revealing any shortcomings can also be suspicious. A good reference will provide a balanced view of the candidate’s strengths and areas for improvement.
Candidate Screening Solutions
By integrating reference checks into the recruitment process, companies can not only reduce the risk of hiring mistakes but also ensure that they select the candidate best suited for the available position. However, the reference check process requires considerable time and resources. Therefore, sometimes your company may need to collaborate with a third party to carry out this process. Ensure a more thorough and objective candidate screening process with employment background screening services from Integrity Indonesia.
Integrity Indonesia has been trusted by our clients from various business backgrounds for over two decades to conduct employment background screening, including reference checks, and to provide comprehensive analytical reports through Prisma, a one-stop employment screening application that makes this process faster, more accurate, and comprehensive.
For more information about employment background screening and other compliance services, contact us.
