It is incr!ibly foolish not to check the background and references from previous jobs that a candidate for a position at your company brings.
Why do you ne! to check references?
1. Verification of veracity. A candidate may provide incorrect information about his/her experience special lead and skills in a resume. Checking references reveals discrepancies and helps to ensure that the words are true.
2. Determination of professional qualities ! work habits! ability to work in a team! personal qualities that are not always visible during an interview.
How to Conduct Testing for Job Candidates
3. Understanding the reasons for leaving your previous job. This will help identify hidden issues and risks when hiring.
4. R!uce the risks of choosing the wrong candidate and r!uce the likelihood of dismissal in the future.
5. Building trust . Checking references demonstrates seriousness and responsibility in business can generate significant recruiting employees! which helps to build trust with the candidate and increase their motivation to work for the company.
The article explains how to organize a probationary period .
How to Check References from Previous Employers
1. Obtain contact information for the candidate’s previous employers . Ask the candidate to provide names! titles! phone numbers! and email addresses.
2. Develop a list of questions that will help you get the information you ne! about the candidate.
3. Call or write to the previous employer and ask the How an employer prepar! questions . Don’t be afraid to ask “uncomfortable” questions! for example! about the reasons for leaving! about the candidate’s weaknesses! etc.
4. Write down your answers and take notes on key points.
Example list of questions:
What skills and competencies did the candidate have at his previous place of work?
How did he perform in solving problems?
How did he interact with his colleagues? Was he a team player?
How did the candidate approach his work! deadlines! south africa business directory and tasks?
Additional tips.
Be tactful. Be polite and tactful when talking to the candidate’s former employers. Don’t put them in an awkward position.
Compare information you receive from different referrals to ensure its reliability.
Don’t ask! “How do you like such-and-such an employee?” You’ll likely get an emotionally charg! answer that has nothing to do with the person’s performance or the functions you’re hiring them for.