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Results of our most recent Reference Checking Survey

Of the respondents, 55% reported that their companies had policies in place regarding providing references on former employees. While 80% of the respondents believed the reference check is an important aspect of the hiring process, many admitted to not asking all the questions necessary to obtain a complete picture of the candidate. Please click here to view the survey results.

Analysis and interpretation of our most recent Reference Checking Survey

The reference check is a vital tool in assessing the potential success of a new hire. If improperly completed, it can result in an individual being hired into a position for which they are not qualified or where there is a mismatch of skills and personality. Please click here to view the analysis and interpretation of the survey responses.

The legalities of providing a reference check on a former employee

One of the more intriguing problems confronting a manager today, is trying to understand the law with respect to providing employment references; particularly discussing negative issues about a former employee with a potential employer. They balance trying to be fair with the employer, by giving meaningful information, but at the same time having a concern over their own legal liability. Provided in this article are two of the more notable aspects of this apparent worrisome topic. Please click here to view.

Results of our most recent Reference Checking Survey

Of the respondents, 55% reported that their companies had policies in place regarding providing references on former employees. (In the previous survey, 29% of the responding companies were reported to have policies in place.)

While 80% of the respondents believed the reference check is an important aspect of the hiring process, many admitted to not asking all the questions necessary to obtain a complete picture of the candidate.
· 83% asked about the candidate’s strengths, but only 69% asked about the area of weaknesses
· 77% asked about interpersonal skills, but only 53% asked about communication skills, 51% about attitude and 44% regarding temperament and disposition
· 36% asked about problem-solving skills, 21% about organization and planning ability, 15% about energy level and only 6% about attendance
· Less than 3% asked about their experience, responsibilities, technical skills, work quality, ability to meet deadlines, reliability, honesty, creativity, leadership abilities and reason for leaving

Over 93% of the respondents found exaggerations on résumés and 86% found outright misrepresentations. In addition, 84% had to exit an individual after hiring, for reasons that could have been uncovered by a thorough reference check.

The major areas of exaggeration or misrepresentation are:
· Responsibilities – 45%
· Education – 22% (only 43% of respondents routinely confirmed education)

Almost half (47%) of those surveyed interviewed only one reference supplied by the candidate and did not pursue other work related references. In addition, 23% did not investigate through other sources, such as educational institutions, professional associations or credit organizations.

When providing a reference, 3% responded most candidly to a letter, 1% to a personal visit and 96% to a telephone call.

When responding to reference requests:
· Only 64% of respondents said they were truthful all of the time
· 53% answered the questions asked, but said that they did not volunteer information
· Only 14% volunteered negative information

When supplying negative information, 59% of the respondents were concerned about reprisals (and therefore reluctant to being candid) and one-third (36%) of these were concerned even when they had evidence to support their opinion. Even when contacted by a friend for an employment reference on a candidate, 31% of respondents said they did not provide completely honest answers.