Welcome Reference Checking Reducing the Risk Reference Checking Reducing the Risk

Benefits of Checking References Protects and lowers the risk to the organization Contributes to overall performance Supports retention Confirms impressions about candidate Investigate concerns raised during interview process Substantiate or discredit claims made by candidate Gather performance related information Requirement of employment Ask for input as to why the audience feels that ref checking is important As resume fraud is increasing: Reference verification is used to lower the risk when considering an applicant for employment. Referencing will: . verify facts on resume, e.g. dates, accomplishments, experience . gain additional data such as:  follow up leads re performance  verify answers to interview questions where necessary  gain additional behavioural evidence in a target area . Critical to investigate thoroughly to assist in the selection decision process

What to Check Watch out for:   Assuming that one good reference will lead to more Gaps/missing info are still important when other information checks out An applicant with these qualification will….. Work related or professional references are ideal Obtain a minimum of 2 references The more recent the better Treat all reference information as confidential Personal, family and character references are not acceptable It is required that the recruiter gather references from at least two sources and look for consistency in their evaluations. .Focus on behavioural information from a job that resembles the one for which the candidate is applying. One final point to consider. When the reference supplier relates very negative information about a previous employee, the recruiter's first question should be if this information was documented on an appraisal. If it was, then the data can be used without fear (Legally Defensible). If it was not documented, then the recruiter must assume that it never happened.

When to Check Prior to the interview Expedites selection After the interview but prior to the offer After the interview and after the conditional offer Expedites selection Traditional process Expedites hiring

How to Prepare Gather the necessary information Understand job requirements/competencies Carefully review resumes and application form Look for gaps and overlaps in work experience and/or unrealistic and vague qualifications Be familiar with the outcome of the interview(s) Prepare questions in advance Contact references and ensure that timing is good . Understand job requirements along with the required competencies Carefully review resumes and application form. Look for gaps and overlaps in work experience and/or unrealistic and vague qualifications.  Be familiar with the outcome of the interview(s) Prepare questions using the Reference Check Form as a guide. Your HRC can assist you in developing an effective and targeted reference form. Contact references with the permission of the applicant. Permission is on the employment application form and is confirmed during the interview. Ensure availability of private area – free of interruptions

What to Ask   Behavioural or competency based questions will help assess potential performance in areas such as: Leadership Problem solving Critical thinking Handling stress/conflict Self-directed Technical or performance related questions such as: • Computers, software, hardware, programs… • Counselling skills • Attendance record • Clinical knowledge • Overall performance

Making The Call Ask for the referee by name, verify title Introduce self, title, organization State purpose of call Outline job and requirements Ensure confidentiality Listen for inconsistencies, gather specific examples Document results ensuring objectivity Sign and Date

KEY TIPS Resume falsifying is on the rise Almost 90% of HR directors surveyed by the SHRM reported resume untruths ranging from past salaries to personal identification. While education credentials can be verified with a simple phone call to the school, work-related investigations require a little (and sometimes a lot), more sleuthing. Most common resume distortion involves education.   Other typical resume falsehoods include: embellished job titles and duties, stretched employment dates Listen for words or phrases that might indicate problem areas Be prepared to have follow-up discussion with the candidate Intuition is perhaps our best tool for detecting dishonesty, but external evidence is the only way to prove it.