Reference Verification - The Overlooked Step in the Recruitment Process
An article by Claire Pressman B.A., CHRP

Verifying references should be the last step in the recruitment process. But it is very often overlooked. Once, either the hiring manager or the recruiter decides that the candidate is the right person for the job a bond is formed. There is a feeling of trust and no reason to doubt the information given on the resume. Hiring managers will trust their own instincts and gut feelings about the candidate. It’s important to check the facts. Our research shows that one in five, 20%, of all resumes contain some falsifications. The most common area of embellishment is education.

The ramifications of hiring someone who has lied on their resume can be severe. Depending on the position, there can physical, psychological and financial consequences to an unsuitable hire. We assume that our surgeons, nurses and teachers have all the appropriate credentials. There have been numerous high profile reports of doctors, heads of organizations and people in government who do not have the experience and the credentials that they say they have. Some have had catastrophic consequences, some have not, but in each and every case people shake their heads and say, “Why didn’t any one check?”

Comprehensive reference checks will give you insight into your candidate’s past performance. Post secondary education verification will let you know if your candidate is indeed certified or educated to do the job. Proper references will minimize unsuitable hires. History tends to repeat itself. We all want people with a history of good performance.

Following a few simple steps will facilitate a concise a thorough reference check.

1. It is strongly advisable to get the candidate’s authorization to verify their references in writing. Speak only to the people that the candidate has authorized you to speak to. Canadian privacy laws do not allow inquiries to be made about the candidate without their consent.
2. Request at least three references from your candidate. If at all possible they should be from different companies. A supervisor, colleague and a subordinate or a client will give a 360-degree profile on your candidate. If it is for an entry-level position and your candidate does not have very much work experience, ask for teachers, heads of committees from a volunteer position or a coach from a sport that the candidate has been a participant.
3. Be prepared. Highlight any discrepancies on the resume, have all questions prepared. The questions should be specific and open ended.
4. When contacting the referee (people who are acting as a reference), be polite, ask for their time. Remember, no one is obligated to give you his or her time. If he or she is busy, make an appointment for another time that day.
5. Listen carefully. Listen for hesitations and ask for clarification or examples.
6. When closing the conversation check if the person would rehire the candidate and if they would endorse the candidate. Thank the referee for his or her time and keep the door open, ask if you may call back with any other questions. You may think of something else later on.

Reference verification may be the last step in the hiring process, but it is one that should not be overlooked. Having a good feeling about a candidate is important. A good fit in the work place is key to having a cohesive team, however, before hiring someone check your facts. If you do not have the time or resources, consider outsourcing that step.
Your people are your largest investment, invest wisely!

Claire Pressman, CHRP, is the principal of References & More Services, a Human Resources Consulting Organization whose main focus is performance based reference checks. For more information, please peruse their website – www.referencesandmoreservices.com.

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