Reference Checks; are they reliable?
Reference Checks; are they reliable?
Applicants select references who they feel will give positive feedback.
Applicants often "coach" their references regarding the position so they say the right things.
Innovators and out-of-the-box thinkers are often screened out because their references provide stories and examples of behaviors that do not fit the norm or desired profile.
Turnover of talent in many organizations makes it difficult for candidates to stay connected with the people who were in a position to truly observe their performance.
Un-trained employees conducting reference checks "prompt" references for positive comments through the language they use.
References may have hidden agendas that cloud their objectivity. For example, professors may want to help a student get a job because schools are ranked based on their ability to place students, or a current manager could lie in an effort to unload a weak employee or to keep a good one longer.
Unless you take pictures or fingerprints, you have no way of knowing whether the applicant is the same person you are investigating. There are numerous documented cases where people fraudulently use someone else's "name" to get a job!
Even simplified references like "dates of employment" can often be inaccurate because of bad recordkeeping or the fact that the individual shifted jobs many times within the corporation.
Discrepancies and titles can also lead to candidate rejection even though the title mix-up is due to recordkeeping errors.
A wrong hire means turnover and turnover costs money. Do it right the first time!
Reference Checks are they reliable - To learn more about this author, visit G.J. Miller's Website.
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Some reasons why reference checking results may be misleading
Applicants select references who they feel will give positive feedback.
Applicants often "coach" their references regarding the position so they say the right things.
Innovators and out-of-the-box thinkers are often screened out because their references provide stories and examples of behaviors that do not fit the norm or desired profile.
Turnover of talent in many organizations makes it difficult for candidates to stay connected with the people who were in a position to truly observe their performance.
Un-trained employees conducting reference checks "prompt" references for positive comments through the language they use.
References may have hidden agendas that cloud their objectivity. For example, professors may want to help a student get a job because schools are ranked based on their ability to place students, or a current manager could lie in an effort to unload a weak employee or to keep a good one longer.
Unless you take pictures or fingerprints, you have no way of knowing whether the applicant is the same person you are investigating. There are numerous documented cases where people fraudulently use someone else's "name" to get a job!
Even simplified references like "dates of employment" can often be inaccurate because of bad recordkeeping or the fact that the individual shifted jobs many times within the corporation.
Discrepancies and titles can also lead to candidate rejection even though the title mix-up is due to recordkeeping errors.
A wrong hire means turnover and turnover costs money. Do it right the first time!
Reference Checks are they reliable - To learn more about this author, visit G.J. Miller's Website.
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