Information Acquisition


Information Acquisition. There are three key elements to the Pre-Hire 360™ that drive its effectiveness at acquiring highly actionable information from references.

  • Confidentiality. Many references feel that providing a truthful reference is risky, and that it is better to be conservative, or to say nothing at all. SkillSurvey Pre-Hire 360™ offers confidentiality to references, which makes many of them more comfortable providing more candid, and performance-oriented information to aid your decision-making. Recruiters and reference providers eliminate hours wasted on the phone.


  • Gather a Broader Set of Perspectives. Every job candidate has two or three references they can rely on to help them get a job. To get an accurate picture of the candidate's performance, you need to get beyond these "ringer" references to reach people that are less socially tied to your candidate. Via SkillSurvey Pre-Hire 360™, you can require a higher number of references, and define who these references are, to be sure you gain a broad perspective from people willing to provide the information you need to be successful.


  • Competency-Based Questions. Now that there is a way to reach more references who will be more inclined to provide candid information, the questions that you ask become very important. SkillSurvey Pre-Hire 360™ includes a library of online survey templates, each including about 25 competency-based questions that target the specific skills and behaviors necessary to succeed in specific job categories, such as sales, customer service, finance, etc.
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    Recruiting Productivity.
    One of the things recruiting teams first notice is how quickly SkillSurvey Pre-Hire 360™ delivers results. They experience productivity gains while SkillSurvey Pre-Hire 360™ works for them behind the scenes. The 24x7 web-based approach is schedule-friendly for references. They can respond online when they have five minutes, no matter what time of day it is, or what day of the week it is; so more references respond quickly. Meanwhile, recruiters are able to focus on recruiting.


    Consistency.
    The manual, phone-based reference check process is full of potential hazards. By nature, it is decentralized and undocumented. Different hiring managers may ask for different numbers of references. The process may be delegated to a member of a support staff who has no training in what questions to ask, or not to ask. Often, the phone conversations are undocumented, or worse, comments are misinterpreted to mean one thing, when the references meant something else. SkillSurvey Pre-Hire 360™ enables the entire process to be executed with 100% consistency, according to your criteria. You set the requirements based on job levels, and these policies are enforced enterprise-wide. All communications with candidates and references are documented, and the entire process becomes fully-measurable.