Many people in the talent pool look great on paper and even interview well, but the truth about a candidate's on-the-job performance and behaviors can only come from former managers and colleagues. Critical information - if you can get it. Calling references on the phone is often a time-consuming process of phone tag, only to obtain little more than dates of employment. These days, time constraints and fear of litigation make phone references less than productive. So most companies are making hiring decisions while still missing critical data that are the best predictors of on-the-job success or failure - information about a candidate's previous job performance and behaviors.
The chart below shows that phone references don't provide some of the most critical information over the telephone. References responding through SkillSurvey give candid, consistent responses.
SkillSurvey provides an online reference assessment tool that increases quality of hire and eliminates time wasted in the recruiting process. How? By providing accurate, objective, relevant information about candidates, gathered from the ultimate source: people who have worked closely with them in the past.
Skillsurvey's confidential, web-based process makes it easy for a candidate's former managers, colleagues and clients to respond quickly and candidly to specific, skills-based questions about a candidate's performance and behaviors. Then, it analyzes the data and delivers complete reports that make it easy for you to make the right hiring decisions.
This breakthrough approach to reference assessment is based on over 25 years of intensive research in job competency modeling. It delivers information that is both critical to success on-the-job, but often very difficult to measure through current assessment tools. Skills and qualities such as honesty, integrity, ethics, and emotional maturity are factors that are hardest to measure, and therefore, the most common reasons for hiring failures. SkillSurvey actually measures these, and other critical competencies, and provides quantitative and qualitative data. You see this in comprehensive reports that complete the profile of candidates, resulting in fully-informed hiring decisions.
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"We have found that we get deeper and more useful information than we did before so we don't end up having to fill the same job three months later because we hired the wrong person."
- Peggy Bradley, Employment Manager Poudre Valley Health System
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Read our free White Paper entitled "Leveraging 360-Degree Assessments... Pre-Hire"
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