In our never ending attempts to really know our preferred candidates, the role of reference checking remains as crucial as ever.
Done correctly (that means obtaining the right information) it ranks alongside psychometric testing and interviewing as one of the most reliable predictors of on-the-job performance.
However there’s one small point that occasionally trips up employers – and even some experienced recruiters. It’s the subject of “checking the referees”.
Occasionally, an employer will proudly tell me how they have “researched” their candidates by checking their Facebook page. My first question is always: What did you learn?
If they tell me they were concerned by pictures suggesting the candidate is a “party animal”, it immediately takes me to my second question: How did the candidate perform during their phone screening, interview and reference checking?
When you’ve run that job advert and the resume’s start flowing in, it won’t be long before its time to pick up the phone and start contacting the better applicants.
Obviously, your main line of questioning is about determining if their skills, qualifications and work experience are a good fit to your vacancy. On top of that, here’s a few of my tips from having conducted probably 2,000 – 3,000 phone screenings.
1. It’s all about speed.
As you wade through the numerous resume’s that flow from your advertised job vacancy, there comes that point when you latch onto an applicant that’s ticking most of the boxes for you – right qualifications, skills and a work history that tells you they can definitely “do the job”
All of our content is presented for employers and our blog is no different. This entry is a case in point.
While we don’t have the full details yet on this story, it appears the “outgoing” Yahoo CEO claimed a computer science degree on his resume that he did not in fact possess.
There’s often a tendency when dealing with senior or professional candidates to take them at their word. Almost a professional courtesy if you like.