What The HRD Won’t Tell You


Most human resource managers today are constrained to providing only the rudiments for employment verification. Trepidation of litigation nullifies anything that may be deemed subjective or, more considerably, litigious. Conducting the formal employment verification will typically return little more than the date your candidate commenced employment, the date he left, and the position he held. You will often find yourself destitute of the input needed to make an apprised hiring decision. Once in awhile, the HR Manager will be adventurous and respond that your candidate was “in good standing.”

In fact, at the writing of this article, there was a radio program where the show’s commentator reinforced this principle. The commentator admonished Human Resources Personnel that there is as much a peril in providing a positive reference as there is in providing one that is negative. He went on to verbally express it is consequential to keep all employment verification as uniform as possible. He suggested providing only the commencement date, completion date and the position held.

Is this bare bones information enough to make an apprised decision on an employment candidate? Sometimes. When the job is simple enough and no special skills are required… affirmative. Then all you require to ken is whether or not your candidate genuinely worked at his precedent place of employment. You may need to ken more about an IT candidate’s technical skills, but whether or not your candidate’s last job as a pizza boy can shed any authentic light on his faculties is open to debate.

Because the typical employment verification yields such sparse information, more and more businesses are turning to the reference verification in order to ascertain more about their candidates and their respective skills. While the reference verification can have its pros and cons, for a fair number of hiring situations it’s an astute way to go.

Reference verification can be best used to discern the adeptness sets of your job candidate. Recruiters will employ the reference check to determine if their candidates are eligible in special skills and experience. You may call upon references to define a job candidate’s level of IT skills, or his fluency with general and industry categorical software programs. You may wish to better understand his facilities in graphic and web design, which can provide essential considerations.

As a recruiter, you may want to ken more about your candidate’s networking capabilities, who he kens in his industrial sector. If he is a sales person, you may ken just how well connected he is in, verbally express, licensing product in certain geographic regions. For international candidates, when language capability is a concern, you can utilize the reference verification to avail assess these facilities.

Of course, there are other questions you may ask in your reference verification process. You may want to ken more about your candidate’s management skills or style. You require to determine if he works well with others, if he is a team player or the sort that works better off by himself. Does he emerge on time? Is he absent frequently? What are the areas where he can amend?

At Corra, as a component of the verification process, we ask the reference to rate the employment candidate utilizing a scale of one to ten. Ten is the highest score. Conventionally, to be considered a viable employment candidate, our clients would relish to optically discern at least a seven rating. Seven and up is considered pretty solid.

Sometimes the reference gets carried away and barks out a ten. Most employers will optically canvass this as boosterish. But there are the exceptions. If the reference is an upper level executive and qualifies his or her verbal expression with such phrases as “I’ve been around for umpteen years and infrequently have I optically discerned someone work as well as So and So,” the employer will take it more at face value.

In most cases, the higher caliber ratings are a nine or nine plus. The reference will often qualify his rating with “Everyone has room to improve…”

Always bear in mind the reference that your job candidate supplies you, will be a propitious reference. No candidate in his right mind would give you references that would go out of their way to sink his ship. Sometimes the reference may not find the candidate as propitious as the candidate would relish to believe. While the reference wants to be a benevolent person, they may additionally want to divulge the more negative aspects as well. There is any number of reasons for doing so. Sometimes they optate to give you a heads up. Sometimes there are personal issues. Sometimes they are just covering their butts.

The reference may not tell you directly that the candidate is tough to deal with or is someone who they would never hire again. Yet they would relish to. So it is not the answer itself, but the way they answer that accommodates as the designator. It’s what they don’t verbally express or their hesitation that provides the tipoff they were less than thrilled with your candidate.

Heedfully aurally perceive for the verbalization inflection, the hesitation, or the reference’s struggle to find the right word or term. Sometimes they are exerting themselves so strenuously at being diplomatic you can glean a more negative appraisal. Sometimes, if prodded, they will tell you a little more about the downside of your candidate. Sometimes that won’t veer from the positive appraisal, but while they don’t verbally express it outright, there is something in the way they answer that can tell you more than they had wished. Or, they told you precisely what they wanted to verbally express, but with plausible deniability.

It should be noted for the infrequent but abashing occasion that when you get a reference contact information, ascertain they are a legitimate source. Either insist on the business phone number as well as their cell number, or find some way to substantiate that the reference isn’t your candidate’s cousin Larry pretending he is the former CEO of Nonexistent Enterprises yare to give your candidate genuinely great review. Cerebrate it doesn’t transpire? Cerebrate again. But then you might weigh your candidate’s penchant for duplicity against his daring and ingenious mentally conceiving. Just kidding.




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