Make Online Reference Checking Part of Your Recruitment Tech Stack
New must-have HR technologies seem to appear almost daily and impact nearly every aspect of recruiting. But, if you’re bolting on various technologies to streamline multiple functions – for example, sourcing, recruiting and engaging with candidates – it might feel like managing all these various tools is starting to weigh you down. Consider instead building a more efficient, integrated and holistic tech stack. Why is that better? You’ll avoid headaches by first considering how well new technologies integrate with your existing stack to help streamline the hiring process, as well as the reputation of your vendors and how well their solutions are proven in the marketplace.
The first question to consider when reviewing your tech stack is what additional solutions should you include in your HR ecosystem to stay competitive? Ideally, these technologies will simplify and enhance your recruiting process to give you an edge. Options can include solutions for sourcing, video interviewing, assessments like automated reference checking, or social and SMS recruiting tools.
In a recent blog, Tim Sackett, human resources thought leader and president of HRU Technical Resources, noted best-practice tech stacks should have an applicant tracking system (ATS) as its core piece. Then, add a sourcing and candidate relationship management (CRM) component at the top of the stack and an onboarding tool on the bottom. In addition, the ATS should be integrated with background screening and assessment components.
One critical assessment tool is automated reference checking, specifically cloud-based solutions, that enable a candidate’s references to quickly and easily submit their feedback online. The best of today’s reference-checking technology doesn’t simply automate the process. It should be developed by I/O psychologists to ask appropriate, relevant job-specific questions to provide more predictive data about a candidate’s potential success.
The most advanced of this type of technology also provides reporting on references’ responses, giving employers access to predictive data which can help reduce turnover and improve quality of hire.
On average users of these solutions can easily obtain feedback from an average of four references per candidate in just over one business day. That’s typically an 85% response rate in 92% less time when compared to traditional, phone-based methods. Here are five reasons to consider adding an online reference checking solution to your HR tech stack:
1. Easier integration
Today, the average business uses 77 applications for HR, but 97% of them are not well-integrated. Take time to find a solution that easily integrates with your ATS or CRM so your reference checking process can be initiated and tracked in one place. As your recruiters begin to work more efficiently, reference checks can become a consistent part of your hiring process and workflow, and important candidate information is captured in your system for easier onboarding.
2. Proven reliability
Don’t risk your staffing and recruiting goals on unproven software. Follow this best practice: while some solutions may promise a greater user experience, make sure to evaluate its maturity, reliability and security. Ask your vendors for client testimonials. If possible, request to speak to existing clients.
3. Regulatory compliance
Do your reference surveys measure job-specific criteria? Can the results of your surveys be repeated? Are they free of bias? Find a vendor with the right expertise and resources, provided by I/O psychologists who design surveys and ensure they meet or exceed EEOC and OFCCP standards. Don’t risk your reputation or incur fines by skimping on compliance.
Hidden bias costs! Not only are you exposed to litigation, but you never know if you’ve missed out on hiring the superhero that can help organization prosper. When you’re considering how to evolve your technology stack, make sure to evaluate how it can help you overcome hidden biases throughout the recruiting lifecycle—from sourcing to interviewing to candidate selection.
5. Candidate experience
Bottom line, if your technology frustrates candidates and further burdens their time, they won’t pursue opportunities with you. Nor will they recommend your organization to colleagues. When considering vendors, ask how their technology will make it easier to reach talented candidates faster (for example solutions that leverage both email and text message to reach candidates and references any time, any place, on any device), engage them more personally, and match them more successfully with the right job opportunity.
Building a powerful recruitment technology stack, including a reference-checking tool, will take you to the next level in the competition for the brightest and best employee candidates out there. For help in how to put together an effective technology stack, check out this simple step-by-step guide in a recent infographic.