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PRIVACY NEWSLETTER 6
3 Basic Steps in a Successful Reference Check.

Reference checking is absolutely fundamental to a successful recruitment. Failure to do a successful reference check increases the risk of failure very significantly.

Up until this point in the process you are dealing with the candidate alone as the source of knowledge. You are relying on their resume, their claims about past achievements, their claimed formal qualifications, your interview skills and the results of any testing which may have been done about their skills and personality etc.

The reference check is the first time in the process when you can test out the claims made by the candidate, and the opinions you have developed over a couple of hours, with someone who has seen them in operation at work, perhaps for a number of years, and actually knows how they have performed in the past.

Bypassing this stage, or being unprepared to explore all the key information, is extremely high risk. This is a crucial process requiring good preparation, persistence, and skilful implementation.

1. Preparing Information

A. Prepare list of competencies, qualifications and facts to be verified
i. Understand relationship of referee to candidate.
ii. How long they worked together, duties and reporting relationship.
iii. Review the candidateÕs stated competencies.

B. Prepare questions that are relevant to the skills, experience and behavioural workstyle needs of the job being filled.

C. Aim for facts, specific relevant incidents ---- avoid opinions.

D. Review the candidate's file and resume before reaching the referee

2. GatheringInformation

A. Explain to referee your purpose and the time the reference will take.

B.Follow your prepared questions to stay on track.

C.Use follow-up questions to clarify events and get details.

D.Keep to the facts and ask for specific examples of incidents. Be prepared for silence while the referee thinks, do not offer your own answers.

E.Take notes and evaluate later.

F.Be alert to unusual hesitations, evasive responses and overly enthusiastic responses. Record these at the time.

3. Using Information

A. Do not accept all information gathered at face value. Be cautious of personality conflicts and different work environments.

B.Only use referee information with other knowledge to make an overall assessment of suitability, e.g. interviews, written tests, behavioural workstyle profiles.

C.When in doubt about a person's suitability, check other referees if necessary and focus specifically on any apparent weaknesses.

Job Advertising is just one fundamental stage of the
ARS Recruitment 9-Stage, 3 Dimensional Recruitment Process.
Providing Top Performers who will deliver results in you business

See ARS Recruitment Newsletter 7 4 Key Elements In A Successful Job Ad.

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This publication has been prepared exclusively for the information of clients and consultants of ARS Recruitment and should not be relied upon as a substitute for legal advice. The owners and consultants of ARS Recruitment expressly disclaim all and any liability flowing from any act done or omitted to be done in reliance upon the whole or part of the contents of this newsletter