12 Reasons Rethinking Reference Checking Will Rock Your Hiring

Gain a more competitive edge and more time in your day with online reference checking

Disruptive technologies abound these days, from ride-sharing to finding a place to stay. With competition for top talent getting fierce, learn how you can get ahead with a new take on reference checking. Here are 12 reasons to rethink reference checking.

Move faster than the competitionReason #1: Move Faster Than The Competition

Good candidates aren’t available for long. Don’t lose your next great hire to the competition while you’re reaching out to confirm the right references and their contact information. With automated reference checking solutions, you can reach 4 to 5 references in under 2 business days. For example, on average, Brinker International hears from references for their candidates in 1.85 days.

Call it quits on phone tagReason #2: Call It Quits On Phone Tag

How many hours of phone tag do you spend trying to reach references? How many times do you get routed to an HR person who doesn’t really know the candidate? What else could you be doing with that time? SkillSurvey’s reference solution makes the process so efficient, you can do reference checks for all your open positions, not just top-line ones – plus it takes recruiters only a minute or two to kick-off a reference check.

It’s a whole new level of speed and productivity. Mott Community College estimates it now spends 81% less time checking references.

Look ahead by looking backReason #3: Look Ahead By Looking Back

You know that the best indicator of future performance is how well a candidate performed in the past. But let’s be honest. When it comes to reference checking, the feedback you receive from many phone reference checks is about as helpful as an umbrella in a hurricane.

You don’t need a crystal ball to tell the future. But you do need a solution to make it easy for references to provide in-depth feedback – not only on a candidate’s skills or knowledge, but on the specific soft skills and behaviors of doing the job well. Get beyond bare-bones affirmations.

One size does not fit allReason #4: One Size Does Not Fit All

The skills needed for an engineering position are much different than those needed for sales. So why are you asking references nearly the same questions for every job role? How do you know the right questions to ask for each and every hire? Get the right answers by tapping into job-specific surveys developed by experts in i/o science.

One bad apple can spoil the whole buschelReason #5: One Bad Apple Can Spoil The Whole Bushel

When an employee doesn’t work out, it can create a toxic environment and hurt everyone’s productivity. But how do you gauge soft skills like a candidate’s work ethic, professionalism, attention to safety protocols, or the ability to work in a team environment? With the right online reference solution, you can ask about ether a software engineer can understand product requirements or whether a nurse has empathy when listening to patients.

Add some analytics to the mixReason #6: Add Some Analytics To The Mix

Performing well in a job requires the right combination of skills, experience, and behaviors. It’s a complex equation. Get detailed reports for all your candidates and comparison reports across candidates. Apply actionable data behind your hiring decisions rather than relying solely on your gut.

Go mobileReason #7: Go Mobile

Can we have your mobile phone for a day? We didn’t think so. For better or worse, your candidates and references are also married to their mobile devices. Making your reference checking solution mobile increases the chances that they’ll respond, and quickly. Reference feedback is available 21% faster (1.4 days vs. 1.8 days) when candidates use mobile devices instead of a PC.

Support complianceReason #8: Support Compliance

Some organizations have thrown in the towel and given up on checking references on a consistent basis. But it’s a costly omission. Companies can be sued for negligent hiring, discrimination, or other claims if candidate assessment criteria are biased, or not checked consistently across all applicants. It’s not just about good processes; it’s about the law.

Replace potential bias with science to assess candidates objectively and consistently. And make sure your solution adheres to EEOC guidelines too. Learn more about our scientific approach.

Make heroes out of hiring managersReason #9: Make Heroes Out Of Hiring Managers

Busy schedules and lack of HR training can prevent hiring managers from preparing well for job interviews. Make them pros by giving them detailed feedback reports and behavioral interview questions in advance of the interview. They’ll know the right questions to ask so interviews are more productive and on target. And that makes you a super hero too. Take a look at our hiring managers summary for more information.

Champion diversityReason #10: Champion Diversity

Evidence is mounting that having a more diverse workforce delivers serious benefits. Achieving diversity – and realizing its advantages – means reaching the widest possible range of candidates. It also means assessing them for their ability to do the job they’re applying for. But many barriers still stand in the way. Online reference checking solutions can help you quickly and legally assess job-specific skills, without adverse bias.

Also, don’t let language be a barrier to finding your next great candidate. Multilingual reference support gives all references a chance to weigh in, even if English is not their primary language. Nearly 1 in 10 working-age U.S. adults – 19.2 million persons aged 15 to 64 – speaks a language other than English according to a Brookings Institute study.

Make a good impressionReason #11: Make A Good Impression

Candidates aren’t the only ones under the microscope; they’re checking you out too. An automated reference checking solution will help your company stand out from the others. It says you’re a forward thinking organization, embracing new technologies to get the job done and always thinking one step ahead. This can be a real-game changer. Plus, these solutions help you build your organization’s brand by offering custom branded opt-in pages, links, and forms to promote your organization and recruit not just references, but referrals and visitors to your website and career page.

Build a talent pipelineReason #12: Build A Talent Pipeline

Great people tend to know other great people. With automated reference checking and sourcing tools, you can reach more references, and turn them into future candidates. Plus, with SkillSurvey SourceTM – a powerful extension of SkillSurvey’s online reference solution – you can easily grow a warm pipeline of leads by inviting references and referrals to join your talent pool and meet targeted talent likely to come from the same industry, or job role. About 30% of our customers references opt-in to join their talent database, providing them with great talent at their fingertips.

At SkillSurvey, we believe talent determines the success or failure of every business. With the best people in the right positions, your company can achieve amazing things. That’s why we make it quick and easy to get meaningful, predictive insights on a candidate’s past performance from their references. To see first-hand how SkillSurvey can help you find the best talent for your organization, sign-up below for a free 30-day trial (no credit card required).

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