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Reference Checks; are they reliable?
Written by: G.J. MillerArticle Overview: There is a big time investment in the recruiting process. The ‘up front’ work does pay dividends - “Hire hard; manage easy” is, I believe, the expression. It works. Many clients ask us to check references when they find a good candidate and we always, but gently, remind them that these references are provided by the candidate and are not, therefore, likely to produce anything remotely negative. Organizations would be better to pay the money to a professional organization
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Reference Checks; are they reliable?
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!
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Article Tags: costs money, discrepancies, fingerprints, hidden agendas, innovators, job, jobs, norm, objectivity, positive feedback, professors, recordkeeping, reference checks, rejection, thinkers, turnover costs
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About the Author: G.J. Miller RSS for G.J.'s articles - Visit G.J.'s website  The PartnerFirm's Human Resources Consulting Group has a unique business perspective, which combines leading edge HR concepts and bottom line business requirements. We believe leadership has the single largest impact on the success of a any company. The unique programs and tools designed or delivered by The PartnerFirm, are always focused on strengthening leadership and organization capabilities. The PartnerFirm has developed a unique Leadership multi-rater feedback assessment as well as Early Career and Senior Leader Development Series. Our comopany supports small organizations without HR and in larger organizations we partner with the Executive and HR Teams to develop and deliver programs. From policy development to strategic planning, succession planning and leadership development - we have the experience. Gay Miller is the founder of The PartnerFirm Inc. She is a professional speaker and has had several articles published on topics related to Human Resources, Leadership and Values. During her career, she built HR departments from the ground up both nationally and internationally. At the Corporate level she managed 11 HR professionals in 9 countries. Easily transitioning the divide between strategic and tactical levels she is known for her ability to quickly assimilate information and provide business oriented solutions. www.thepartnerfirm.com info@thepartnerfirm.com 905-543-0681Click here to visit G.J.'s website   Exit Interview Document Reference Check Form Human Resources Checklist Performance Improvement Plan |
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