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Reference checks are a tedious part of the process, I will admit. With that being said, it also allows HM’s an opportunity to dig into any yellow flags, or reservations that will solidify the confidence (hopefully) the candidate is the right hire. I think it’s a crucial part of the process and revealing, good to double click on opportunities for development once the candidate joins the organization, or ways their manager can help with a quicker ramp up time.
We don’t do reference checks and advise hiring managers not to do them either. We expect all our managers not to give feedback to anyone contacting them about previous employees and only direct them to our work verification hotline, so we don’t expect to get the information from references that we won’t give in the first place.
Wholeheartedly agree with this approach!
I've seen refernces give value to companies that use them for internal mobility, but think it's pointless if it's an external candidate as they will provide those people that they've had a positive experience with. While their interviewers goal is to get a holistic view instead more pats on the back for the candidate.
We do background checks and reference checks. We have caught red flags on the reference check that did not and would not show up in a background check. Likewise, if a background check has an old conviction that would not necessarily lead to a refusal to offer employment, the background check helps us to determine if the candidate has been successful in other roles since the conviction so we can make a well-rounded decision in keeping with EEOC guidelines. So, as time-consuming as they are, we have not dispensed with them. I can think of several real examples where they were crucial to the selection process.
We don't do reference checks unless there is something specific that the HM wants to know from their performance. Otherwise, no one gives a bad reference so it's not a wise use of resources and time in my opinion.
We don’t use reference checks. They are pointless as you will very rarely get a bad or neutral one. We do check employment history on the background to confirm if they are eligible for rehire.
We only do reference checks for higher level professional and management level positions. Sometimes it does provide insights about the person, but it's not vital information. In 20 years of HR, I've only ever rescinded an offer once because of a negative reference. But given the time and effort involved, not worth it for most positions.
My company does not do BG checks, reference checks or drug screens
It depends on the org and how complete the interview process is. I like to ask for references so I can see who and what types of people they send me. Just seeing who can be very revealing.
Nope.