Post by account_disabled on Mar 10, 2024 20:36:44 GMT -8
According to Gallup , a bad hire can cost you up to 2 times the employee's annual salary. Bad hires cost the U.S. economy more than $1 trillion a year, which only illustrates how common this problem is. According to a study by Brandon Hall Group , 95% of organizations admit to making hiring mistakes each year. To avoid these, companies must ensure that the candidate has the right skills and attitude, and reference checking can be key to evaluating both. With a reference check, you will discover many things about your candidates. You will verify: If they performed well in a previous job Your productivity and efficiency If they had the right attitude and behavior If they have the right cultural affinity potential for your position. You'll also learn about their past successes and failures, their strengths and weaknesses, and their teamwork skills. The best thing about reference checks is that they come from former co-workers, direct managers and colleagues, or in other words, from the people the candidate worked with on a daily basis. And, in most cases, they are the ones who can give you the most accurate description of the candidate's skills.
Reference Checking: Do's, Don'ts, and Red Flags Human Resources staff should keep in mind the do's and don'ts of checking references. Below are some key points to remember when talking to your candidate's former coworkers or managers. To do When performing a reference check: Focus only on a few essential issues. Reference checks consume a lot of resources from everyone involved, including the person you are Brazil Phone Number Data speaking to, so you should focus on the most important aspects you would like to investigate. Gather the opinions of everyone who interviewed the candidate and focus your attention on the essential issues that arise. Ask specifically about the candidate's job performance. Past job performance is the most accurate indicator of future job performance, so whether you're talking to the candidate's former manager or former coworker, get into the details of how well they did by asking specific questions. . Listen to what they have to say without interrupting or probing. Always ask only one question at a time and let the other person talk.
Pause for a few seconds before continuing with another question—the most important thing you hear may come right after you think the person has finished answering. Look for various sources of information. The Human Resources policies of some organizations may restrict the scope of the information you can obtain and limit it to the most basic details (educational training, qualifications, position). Try to identify additional sources of information, such as professional networks, other former employers, and LinkedIn, to increase your knowledge of the candidate. What not to do When talking to former employers and colleagues: Don't ask "yes or no" questions. Ask open-ended questions to gather as much information as possible. Control your own prejudices. Use neutral language to get accurate and unbiased answers, and be aware of your own biases, which could affect the interpretation of the answers you receive. Don't try to read too much into a person's tone of voice or body language. You could misinterpret the context and form the wrong impression about the candidate, especially in multicultural workplaces.