Archives for 2021

Many companies check references before hiring, but not all companies understand the value of reference checks, or how to check references the right way. By asking the right questions and performing reference checks consistently before making any hire, you can make this step of the hiring process more useful and productive.

Why Check References?

Job candidates may provide you with information about themselves during the interview questions and interviewing process, but not all candidates are up front about their weaknesses. Often, people have a skewed perspective of their own job performance.

Reference checks are a way to verify information that is provided by interview candidates before making a final hiring decision. Through reference checks, you can learn information about a candidate’s performance, skills, work history, attendance, and other important details.

If you’re concerned about something unusual on a candidate’s resume, checking references can help. In addition, a successful employment reference check can help you rank candidates, if you’re trying to decide between two or more potential hires.

Which Questions Should You Ask?

Ask questions that provide information about a candidate’s overall performance and skills.

• For this position, we need someone who can [fill in the blank]. How would you rate [name]’s performance in this area?
• What are [name]’s greatest strengths?
• Why did [name] leave your company?
• Would you rehire [name]?
• How would you rate [name]’s communication skills?
• [Describe the position] Based on what I’ve told you, do you think [name] would be a good fit here?
• Describe [name]’s managerial style.
• What are one or two skills that might not be listed on their resume?

Tips for Reference Checks

These smart tips for reference checks can help make checking references as productive as possible, and can help you uncover information that lead to smarter job hires.

• Prepare your list of questions in advance.
• Keep the conversations short: no longer than 10 minutes.
• Ask consistent questions from one reference to another.
• Call at least 2 references.
• Tailor your list of questions to the position. For example, if on-time attendance is vitally important to the position, ask multiple questions relating to the candidate’s attendance record.
• Always check with your HR department to ensure that the questions you wish to ask are in compliance with HR policies where you work.

Hiring Someone New? Check Their Background with Screening Intelligence

Before you make your next new hire, use employee background screening services with Screening Intelligence. Hire the right managers and personnel with our accurate and affordable background screening services. Contact us for more information about our background services, so you can hire the right individuals for your open positions.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.

Recruiting in a time of high unemployment can change the recruiting process. While you’re likely to fill your positions, recruiting can become more complicated. More job seekers mean more applications, more paperwork, and a more complex recruitment overall. Being prepared can help ensure that your next recruitment will go smoothly.

Here’s what you can expect during a time of high unemployment

Recruiting Can Take Longer

With high unemployment rates across the country and more people looking for jobs, postings that once generated 35 or 40 applications may suddenly generate 100 or 150 applications. This makes the recruiting process far more work-intensive.

More applications means more time spent sorting through applications, more time whittling down the applications to a few candidates, and often means more interview questions. You may have more choices, but that simply makes the process take longer. Plan to spend an extra two or three weeks recruiting under these conditions.

More Unqualified Candidates May Apply

While more people may apply for positions, a high percentage of those candidates may be unqualified for the job. During times of high unemployment, candidates apply for more jobs, because they know that they’re competing against more job applicants. Casting a wider net can lead to a faster job search process.

As a recruiter, this means that you’ll have to look at each candidate with a discerning eye. You cannot assume that each candidate is qualified for the position that they’re applying for. Check their qualifications one by one. Plan to disqualify candidates that do not meet your standards.

Don’t Lose Patience

Yes, the process will take longer, and will require more legwork from you. Just take heart in knowing that hard work will pay off, and the chances of a failed recruitment may be lower, with so many candidates available and interested in your job. To make the work easier during times of high unemployment, find someone at your company who can help with application sorting and review.

Trust, But Verify

You may have heard the term “trust but verify” before. While this saying is used in many settings and contexts, it’s never more meaningful than in the employee recruitment process. Verify work history by checking references, and verify other information through a criminal background check. For access to affordable and thorough criminal background check information, contact us today. Visit our blog for information about employment screening trends.

Disclaimer: The information on InstantCriminalChecks.com is governed by our Terms of Use and is never intended as legal advice.