Gaining More Predictive Data from References
Why don’t we start by acknowledging the big elephant in the room? It’s reference-checking. A lot of companies don’t bother with reference-checks on their candidates, or they think they’re doing them well already. The feeling persists that the reference-check only confirms information the hiring manager or recruiter can see on the resume, and that there’s also a fear of legal risk.
That’s a shame, because when reference-checks are executed well, they are absolutely vital for your hiring decisions.
The good news is, there’s now technology that executes automated reference-checks in a way that allows references to give valuable assessment feedback in an environment free from exposure to legal risk. This technology has even been patented. As such, more than 80% of references are now talking. That’s right – 80%. And, the insights they are providing can’t be found anywhere else.
Developed by industrial-organizational psychologists, the method relies on job-specific pre-hire assessments that collect and compile the feedback from references (usually two of which are managers) on the candidate’s previous performance. With honest feedback coming before the candidate has even started, recruiters can determine the strengths and weaknesses for the candidate in a particular role, predicting who will be successful at their firm.
Also, for onboarding, instead of hiring a candidate and finding out through the course of the year that he struggles with certain technology skills or with delegating, hiring managers can know in advance. That employee’s training can include development in those areas and help the worker hit full productivity earlier.
The reference-checks are even mobile, so references can respond on their smartphones from wherever their day has taken them. Recruiters gain access via mobile devices as well, so the talent acquisition team is shortening response times and is improving the candidate experience all at once.
There’s another benefit in that the process can also connect recruiters with a new untapped supply of potential candidates. Chances are, if you think the candidate applying is a good fit, her former supervisor is probably also worth a serious look. As such, references can opt-in for a talent community and be kept informed of new jobs at the hiring firm. Most workers - even if they are happy - are still keeping an ear to the ground for a better opportunity.
Gone are the days where reference-checks are simply confirmations of employment dates and rehire status. We don’t have to avoid eye contact with that elephant any more. He’s been ignored long enough.
For more information and to see real-world results from this new process, check out this recorded webinar from SkillSurvey.