在本文中，我们将讨论为什么 HR 不应该放弃参考检查求职者以及如何在面对当今挑战时有效地进行参考检查。
为什么 HR 不应该放弃参考检查
如何进行参考检查 - 并获得有意义的结果
如果您仍然不成功，请考虑其他方式来了解候选人。如果主管无法与您沟通有关您的潜在员工的信息，也许候选人可以为您提供一位可以做到的过去同事或同事。此外，如果您有共同的专业关系，请询问您所在行业的其他人，他们也可能通过过去的工作经验、专业协会或 LinkedIn 了解候选人。
在当今的专业环境中，推荐人检查可能具有挑战性，但它们仍然是 HR 和招聘经理应该用来确定求职者质量的宝贵工具。不要放弃！
hardest tasks for HR and recruiting staff to effectively perform. But reference checks are also one of the most valuable tools hiring managers have when making a decision about a future member of their team.
In this article, we will discuss why HR should not give up on reference checking job candidates and how to effectively perform a reference check in the face of today’s challenges.
Why HR Shouldn’t Give Up On Reference Checks
Reference checks are one of the most valuable pre-employment screening tools available to HR staff. If successfully completed, a reference check can provide information about an individual’s practical skills, their work ethic and their character.
Even background checks cannot match the results of a reference check. Background checks determine whether a candidate is qualified based on their criminal convictions, motor vehicle violations or dishonesty about their education or work history, for example.
Additionally, a reference check does what a face-to-face interview can’t. A job candidate may perform well in an unstructured interview with an executive - or even a formal panel interview - but the best indicator of how a job candidate will perform in a given position is how that candidate has performed in the past. References can provide that insight.
Finally, between today’s diploma mill scandals, the increase in the number of candidates who admit to lying on their resumes and the high-stakes of proprietary information and client data, it has never been more important to thoroughly verify a candidate’s credentials before moving them through the hiring process.
How to Perform a Reference Check - and Get Meaningful Results
Be consistent and fair.
A reference check should be conducted on each candidate. Keep in mind your organization may be different than the candidate’s previous employer, so context should be considered. Discrimination laws that apply to interviewing a candidate also apply to reference checking.
Use established standards.
The reference checking process should also be the same for each candidate. Standards allow hiring staff to easily compare one candidate to another. It also allows you to determine whether adjustments to the process need to be made to achieve better results and protects your company from discrimination lawsuits.
Talk to professional connections.
Prioritize connecting with professionals. Supervisors who interacted with the candidate daily within the last five to seven years are often preferred. Ask open-ended, behavioral-related questions specific to the job position. If responses are general and not very descriptive, consider what the reference may not be saying about the candidate that could be important to the hiring decision.
Ask for more.
If a reference doesn’t respond after several attempts or a reference is unable to give meaningful feedback due to their no-reference company’s policy, ask the candidate for another reference to get as much feedback about a candidate’s professional experience as possible. The candidate is not responsible for their previous employer’s policies and will likely be willing to help you with another reference.
Find a work-around.
If you are still unsuccessful, consider alternative ways to learn about a candidate. If a supervisor can’t communicate with you about your potential employee, perhaps the candidate can provide you with a past colleague or co-worker who can. Also, if you have professional connections in common, ask others in your industry who may also know the candidate through past work experience, professional associations or LinkedIn.
Reference checks can be challenging in today’s professional environment, but they continue to be a valuable tool HR and hiring managers should use to determine the quality of a job candidate. Don’t give up!