1. Welcome
Reference Checking
Reducing the Risk
Reference Checking
Reducing the Risk

2. 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

3. 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.

4. 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

5. 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

6. 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

7. 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

8. 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.