Reference Checking Tips: Top 10 Pointers for a Smoother Process

Reference Checking Tips for the best results

Reference Checking Tips: Top 10 Pointers for a Smoother Process

“Diligence is the mother of good fortune.”

- Benjamine Disraeli, Former United Kingdom Prime Minister

Intro to Reference Checking Tips

Before we get into the top tips, let’s look at what reference checking entails. It is the process of verifying information about a candidate during the hiring process. While it can be conducted over a phone call or an email, in recent times, employers have taken to other, more modern processes such as online survey forms, automated reference checking services and so on. The purpose of this is to make a more informed decision about the candidate before hiring them. One of the major challenges with the modern hiring market is that every open position gets hundreds of applicants in a given time frame.

Checking all their references can be a time-consuming and often complicated process. In this blog, we will give you the run-down of top reference checking tips that can lend themselves to a smoother reference checking process. However, before we get down to the reference checking tips, let’s briefly go over how one should go over a run-of-the-mill reference check.

Reference Checking Tips: How to Conduct a Reference Check

The first thing to do when attempting to conduct a reference check is to identify yourself, your affiliations (which company you’re calling from) and the person who listed them as a reference. Start the conversation by asking the reference if now is a good time to talk. Next, you will want to assure them that all the answers and questions will remain confidential. Once you get the green light to proceed and they seem willing and ready, you move to phase two.

Start by verifying the basic details like the dates of employment and termination, employment history up until that point and so on. You also want to dive into the candidate’s capabilities such as knowledge base, work-relevant skills and so on. Ask the reference if they think the candidate in question would be a good fit for the role. Above all else, give the reference room to breathe and answer in their own time. Don’t take them down the road to the easy answer, nor should you keep interrupting them. Give them time and have them answer directly.

Reference Checking Tips

Having reference checking as a mandatory part of hiring will thin the crowd of applicants, and give you the candidates you want.

Top 10 Reference Checking Tips

In the above paragraphs, we talked about the reference checking process in regards to the reference, now, we will take a more balanced perspective. Let’s look at how you should handle reference checks with regards to the candidates as well as the references.

Tip #1: Be Upfront About Reference Checks

Remember earlier when we said how each position can get hundreds of applicants? Well, this may be a good way of weeding out the honest candidates from the mountain of resumes. be upfront about the fact that you do thorough reference checks. This will highlight candidates that have given less than ideal references or other related issues. Before you know it, you may find your candidacy list shirking by itself. The result will be a pool of candidates that will be more ideal in terms of what you are looking for and most importantly, honest.

Tip #2: Avoid Delegating Reference Check Responsibilities

If we are being honest, some days at the office can get a little hectic, especially when you’re in the midst of a hiring process with many candidates. However, you should try your best to avoid passing the baton of referencing checking a candidate. If you do, you could potentially miss something huge with that candidate. As the hiring manager or employer, you know exactly what to look for and what you need. No one else will see it the same way, nor will they ask the right questions.

These slip-ups could be as small as a passing remark made by the reference that could have revealed something big that clashes with your company culture. Something you might have likely missed since the job was passed onto someone else. This particular point is therefore one of the most important reference checking tips.

"Diligence leads to competence."

- Jeffrey Benjamin, Author

Tip #3: Be Thorough

When you have to deal with more than one reference per candidate there is a challenge and an advantage to that. The challenge is that you have to keep track of a lot of information for correlation. To make the best hiring decision, you need to take lots of notes and double-check when you’re unsure.

If you miss a step, you might miss by a mile in terms of candidate evaluation. Now, in terms of the advantage, there are around two or three references for a given candidate. This means that you can cross-check information and see how authentic that candidate’s profile is. Getting that third reference to confirm can make all the difference.

Tip #4: Conduct the Reference Check Over the Phone

If you have the choice between doing it via email or phone, rather do it over the phone. There are a lot of nuances that you can pick up in a live conversation. Little things like inflections in their voice, tone, subtle passing comments, etc. All things that can reveal a lot about a candidate. The same doesn’t translate well into the written word and they are less likely to reveal something negative directly for fear of liability issues.

Tip #5: Start With Easy Questions

As most conversations go, start it off on the lighter side. Start the reference checking process with easy questions like: How long did they work for you? This presents a much higher chance of eliciting the responses that matter rather than jumping straight into the deep questions. Also, keep in mind that you should try to phrase your questions in a positive light.

Cross-referencing is the most important aspect of the reference checking process.

Reference Checking Tips for optimal results

Tip #6: Confirm Employment Dates

This may seem like an obvious one, but the fact is there can be minor discrepancies between the candidate’s stated dates of employment and the reality. This makes this point one of the most important references checking tips on this list. At the end of the day, you’re looking for a candidate of a certain experience, it doesn’t help you if this turns out to be false, so make sure before you hire them.

Tip #7: Avoid Close-Ended Questions

As far as reference checking tips go, this is another important one. The last thing you want as an outcome from the process is a whole bunch of vague, open-ended answers. Ask references questions in a way that will lead them to give you specific answers. For example, you might want to ask the reference: So, the candidate got along with their co-workers, correct? This would be preferred as opposed to asking a question like: How well did the candidate get along with their co-workers?

"Everything yields to diligence."

- Antiphanes, Ancient Greek Author

Tip #8: Gain Insights via Social Media

In this digital age, the social media realm offers lots of insights into who a person is. The same applies to candidates. When doing your due diligence this is a good place to look. While you may not be checking references in the traditional sense, checking a candidate’s public Facebook posts or Twitter feed can offer a lot of insight. This is especially true of their LinkedIn profile. This can quickly highlight not only their past work experiences and career orientation but also any discrepancies on their resumes.

Tip #9: Give Assurance of Confidentiality

If you have ever done a reference check in the past, you might have come across ex-employers who seem hesitant to answer some of your questions. Many times, references will hold back on answers out of fear of liability issues arising as a result. The best move you can make in these situations is to assure them that everything they say will remain confidential where applicable.

Tip #10: Watch Out for Fake References

It’s not unusual to have a candidate give you a fake reference as they may have had a falling out with their previous employer, or know that they have nothing good to say about the candidate. Hence, it is important to keep an eye on the authenticity of the references. As far as reference checking tips go, this one is cardinal, it gives legitimacy to the whole process. Verify the reference’s title, company name, their full name, dates of employment and if they were the candidate’s supervisor.

So, there you have it, some of the best reference checking tips that we think will help smooth out your recruitment process. However, if you still think that you might not have the time to sort through mountains of applications, there is an alternative: automated reference checking. Something that we here at Credibled specialize in! So, consider it and good luck!

Reference Checking: Everything You Need to Know About the Process

Everything you need to know about reference checking as a process

Reference Checking: Everything You Need to Know About the Process

“It’s more important to hire people with the right qualities than with specific experience.”

- J. Willard Marriott, American entrepreneur

Many employers use reference checking as part of the hiring process. We can all agree it’s a pretty standard occurrence. It’s basically when an employer contacts the job applicants, previous employers. This is usually done to get a better idea of who the candidate is, their past work experience and other factors to verify if they are suitable for the offered position. Having said that, despite its standard presence across the various industries, the very definition of a reference check has changed somewhat over the years.

The way people perceive it, approach it and handle it has morphed into something more inclusive. As with all things that change with the needs of the market and society around it, the reference checking process has become a refined tool, rather than just another box to check.

What is Included in a Reference Check?

So there are two basic levels to a reference check. It can either be a surface-level reference check or an in-depth one. With the former, it’s more an exercise to verify dates of employment, job titles, qualifications and other factual information. When you consider the latter, it’s more detailed as the name suggests.

Reference will face a line of questioning that is similar to that which the applicant faces. As mentioned before, this is more a traditional reference check, where employers try to get an idea about who the person behind the resume is. They dig into the applicants’ strengths, weaknesses, skills, teamwork abilities and so on, to see if they are a good fit for the job.

Canada has key reference checking laws in place

Canada has key laws and acts that regulate what information flows and how it flows during the reference checks.

Reference Checking Vs. Background Checks

If you’re wondering if the two are the same thing, the answer is kind of, but not really. The major differentiator, in this case, is their focus. Reference checks are meant for providing insights into the candidate’s ability as an employee while also doing the surface level verification. However, background checks are purely meant for credential verification purposes.

Another difference is that where a reference may only focus on the personal and professional reference you provide, a background check will go into your employment history, credit history, criminal records and so on.

Laws Regulating Reference Checking in Canada

Different countries have different privacy laws and regulations when it comes to background checks. However, when you take the case of Canada there are two specific laws that you need to make note of. One is the Privacy Act and the other is the PIPEDA (Personal Information Protection and Electronic Documents Act) at the federal level. Keep in mind that there are also laws at the provincial level.

These laws are in place to regulate the organization’s right to receive information during reference checks. As per said laws, the candidates in question have to give written consent to have the reference checking conducted by the relevant employers.

Organizations also have to store the information from the reference checks they do, for at least a year. At the same time, candidates should have the opportunity to access their information. Apart from these federal laws, there are also Human Rights Legislation Acts in Canada that impact reference checking. The Canadian Human Rights Act as well as the Provincial and Territorial Human Rights Laws, prohibit employers from asking questions in certain areas during a reference check or interview.

These areas include race, ethnicity, religion, age, gender, marital status, family status, disability, genetics, criminal records. Asking questions about these topics could be discriminatory and the company could get in trouble. Fair to say, there are many do’s and don’ts when it comes to reference checks in Canada.

"You don't hire for skills, you hire for attitude. You can always teach skills."

- Simon Sinek, Author

The Right Way to Handle Reference Checks

All things considered, it would be a fair assumption to say that reference checking plays an important role in the hiring process. Given the weight it carries, it makes sense that there are so many laws that regulate it at so many levels. At the end of the day, it should be done right.

For one thing, consider doing the reference check at the beginning of the hiring process as opposed to the end. This will save everyone’s time by eliminating any doubt about whether the candidate in question is suitable for the recruitment process or not. Another thing you should keep in mind is the format. A common format is important given you will be checking in on candidates from different walks of life. So, to keep things unbiased, objective, and fair, you need to have a set number of common questions that you can apply across the board.

How Candidates Should Apply

The care a candidate puts into the application process, tells a lot about them. When they apply, ideally, they should provide proper references. They should give you at least three former co-workers and supervisors. However, if they are applying for their first job, like a fresh graduate, then the reference information for their college professors or lecturers can suit the purpose of the reference check.

Make sure that you ask for the applicant’s consent before conducting the check. You should try to get it in writing just to be safe. You also need to make sure that the references are willing to stand for the candidate. Take it a step further and advertise this when you make the vacancy public; it will smooth out the process a little more.

These days automated reference checking is becoming more and more popular due to its efficiency capabilities.

automated reference checking is becoming the new trend in the recruitment landscape


Now as we mentioned before, most companies tend to wait till the end of the recruitment process to conduct the reference checks. The best method is to do it before the recruitment process gets started. This thins the crowd and you proceed with only the candidates who will suit your company culture and job profile.

Now onto the actual preparation. Before you start firing away 20 questions, call up the references and find out if they want to stand in as a reference for the applicant. Start with the senior-most reference and work your way down, it’s a professional courtesy. Inform them about the process, the candidate’s application (after getting the candidate’s consent), and get everyone on the same page.

They might agree to do the interview on the spot, or you might have to schedule them for a more convenient time later. The best way is via phone call or email, traditionally speaking, so get that confirmed as well.

Executing the Reference Checking

Finally, the day for the check arrives! You need to confirm that everyone is ready and available. Make sure to inform the reference about the time it might take. Be clear with the information you provide.

Finally, approach it like a conversation. The references are people after all; human beings. So get them relaxed, ease into the conversation, take it one question at a time and take plenty of notes. As good as traditional reference checks are, these days a lot of companies are employing the service of automated reference checking. This is a process that eliminates human bias, reduces time to hire and makes the whole process smoother. As an employer, you should consider this option.

Doing a Reference Check: A Step-by-Step Walkthrough

Reference Check

Doing a Reference Check: A Step-by-Step Walkthrough

“It is wiser to find out than to suppose.”

- Mark Twain, American Writer

As an employer, there might be different facets to the hiring process that you might be responsible for. However, one of the most important objectives of all those activities is to find the best employees possible. A part of accomplishing that is research. You need to do a little homework on who they are, where they came from, the kind of work they do and so on. This is where a good old reference check comes in handy!

Many companies and employers alike use reference checking as a tool to dive into the work history of candidates to see if they fit the role. However, there is a lot more to it than just checking someone’s resume. If you know what to ask, who to ask and how to go about it, a reference check can work wonders for your end recruitment result. In this blog, we will cover a step-by-step reference check that will give you the best results possible. Before we dive into it, you need to remember these are only the core steps that we are going to cover. You might need to add or modify steps according to your specific needs or circumstances.

Reference Check Step #1: Verify the Candidate's Identity

The first item on the agenda when conducting a reference check process; verify that the candidate is who they claim to be. Yes, this may seem quite obvious in hindsight, but you never know if you will be able to weed out the dishonest candidates in the batch. 

When you are reaching out to the previous employer, make sure to ask very specific questions. Ask about the candidate’s name, title at the previous company, dates of employment and whatever else basic information you require. Think of this as the background verification part of the process to make sure that this candidate is qualified to undergo the recruitment process. You don’t want to waste all your company’s time and resources taking them through the recruitment steps, only to find out that they didn’t even work at the capacity they claimed in the first place.

Reference Check credibility

The words of the reference carry only as much weight as the credibility of the reference themselves.

Reference Check Step #2: Verify the Reference's Relationship with the Candidate

Typically speaking, one would have to deal with professional references. This is what candidates would usually provide. However, in today’s changing job market and cultural fit requirements, even personal references are sometimes taken into consideration. With this being the case, the scope for error and false information grows. It is up to you to verify who these references are. Ask them how they know the candidate in question.

Once you know their relationship to the candidate, you can easily cross-verify the authenticity of the reference provided. This adds value and weight to the information the reference provides concerning the candidate. All these factors make this an important junction in the reference check process.

Reference Check Step #3: Gauge the Candidate's Fit

Now onto the whole point of this reference check– to find out if the candidate is a good fit for the company. Use your time wisely, especially if you are talking with references over the phone. Not many will be inclined to talk to you, and even fewer might be inclined to give you all the answers you need. So, every question has to be geared towards finding out if the candidate is a good fit for your company.

Explain the scope of the job to the reference and ask if they think the candidate is a good fit for that role. If they give you vague answers or hesitate, then it may be an indicator that the candidate might not be the one you are looking for. Remember, silence speaks volumes in the face of an investigation.

"Research is to see what everybody else has seen, and to think what nobody else has thought."

- Albert Szent-Gyrogyi, Hungarian Biochemist

Reference Check Step #4: Ask the Reference to Rank the Candidate

No doubt you will have to have a variety of questions ready for the reference check conversation. Some questions may be more open-ended than others, but the essential idea is to get an understanding of the person behind the resume. Having said that, one of the best ways to get an idea is to ask the references to rank the candidate on a scale of 1 to 10.

Asking them to rank candidates this way forces them to think more deeply about the number as it will represent a lot of what they have to say about the person. Now don’t be fooled when someone ranks someone a 10 out of 10. No one is that perfect, nor can they be. If they rank them suspiciously high, ask some follow up questions as to why they would claim that number. The same applies if references rank candidates very low.

Reference Check Step #5: Find out about Strengths and Weaknesses

Here is where you cut straight to the chase. At this point, you want to point-blank ask for reference about the candidate’s strengths and weaknesses. At the end of the day, you need to know if this person will fit into the company dynamic. Being straightforward with this will give you clear cut answers that you can use to determine the final verdict. This is more about identifying growth opportunities than anything else, with the added benefit of knowing your possible future employee better.

A candidate's work character is just as important as their work history.

Reference check candidate personalities

Reference Check Step #6: Don't Overlook Behaviour

Here is where you cut straight to the chase. At this point, you want to point-blank ask for reference about the candidate’s strengths and weaknesses. At the end of the day, you need to know if this person will fit into the company dynamic. Being straightforward with this will give you clear cut answers that you can use to determine the final verdict. This is more about identifying growth opportunities than anything else, with the added benefit of knowing your possible future employee better.

Reference Checks Vs. Employment Verifications: Weighing Your Options

Reference Checks Vs. Employment Verification

Reference Checks Vs. Employment Verifications: Weighing Your Options

“If opportunity doesn’t knock, build a door.”

- Milton Berle, American comedian

If you have ever been involved in the recruitment process, you might have heard the terms reference checking and employment verification being used interchangeably. However, this is a common misconception. While both can be used to verify an employee or candidate’s employment history, they are vastly different in how they are carried out. Quite simply, reference checks have more versatility to them. In this blog, we will explore what these two modes of verification are, how they function and how you as an employer can use them to leverage the best results.

What is Reference Checking?

A reference check comes as part of a standard hiring process. This is when the candidate in question provides the hiring manager with contacts that can attest to his or her abilities. These can be personal or professional, though it is often the latter. Reference checks give hiring managers an idea about the candidate’s work history, responsibilities, performance and even workplace behaviour.

Essentially, you can attain a wide range of information about the candidate that ties into their physical performance and work history as well as abstract metrics such as behaviour, workplace etiquette, work standards and so on.

What is Employment Verification?

Now, where the reference check allows for a wide range of data collection points, the employment verification is a little more boxed in. This is where a prospective employer or future employer gets in touch with the previous employer. They will then confirm job-specific facts like the job title, start and end dates, the reason for leaving or why they were terminated (if that is the case).

Reference checks give you more room to explore the candidate's skills

Reference checks offer more variety and help you assess the candidate's different facets. This better suits the needs of the modern workplace.

Reference Checks Vs. Employment Verification

Before we get into how you can leverage reference checking; we need to understand the key similarities and differences between a reference check and employment verification. When it comes to a reference check or employment verification, it generally happens over a call, sometimes an email. The recruiter or hiring manager asks questions relating to the candidate’s productivity, communication skills, success points, attendance, cultural fit, and other metrics that point to their strengths and weaknesses.

As we mentioned before, employment verification is a little more straightforward. The line of questioning is a little more limited to the job roles and such. Don’t get the wrong idea though, this is a tried-and-true method that will give you the answers you want, but only for validating that the candidate worked at the company, for how long and at what capacity.

If you’re looking for more of a feedback or review based answer on how they performed and what they are like to have as an employee, then a reference check is your best bet. Having said that, both methods are common to a head with a common obstacle, which is the struggle to get unbiased or full information from the phone calls.

"To improve is to change; to be perfect is to have changed often."

- Winston Churchill, Former Prime Minister of the United Kingdom

Why Is It So Hard to Get Information via Phone Calls?

Regardless of the path you take, as the hiring manager, you will often run into one of two problems. One, you might face time constraints and two, referees may be unwilling to answer. Let’s be honest, calling around about a single employee to multiple sources is a time-consuming affair. Half of the time, most of the referees won’t be willing to speak to you either. This will severely limit the amount and quality of information that you get from these calls.

Another common issue with either process is that traditional reference checks happen so late in the game. Usually, they take place towards the end of the hiring process. By that time, it becomes more of an exercise in futility- a formality. The information you get at that stage won’t make much of a difference unless it is something significant, given that the company has already invested so much time and effort into recruiting said candidate.

Methods for Leveraging Reference Checks

Now that we have a basic understanding of how the two methods function, it’s time to turn our attention to the reference checks. This is the more versatile of the two and can potentially give you a candidate’s full professional history if done right. So, let’s get into it!

Tip #1 Ask the Right Questions

When you’re conducting the reference check, make sure to line up the questions in such a way that it correlates with key hiring decisions. Some of the best questions will challenge what you initially assumed about the candidate’s characteristics during the initial rounds of the interview. You could set them to target specific things such as communication skills, critical thinking and so on.

Use a simple question such as: How well did he or she communicate in high-stress collaborative situations? This will reveal volumes about a person and give you valuable feedback on how they worked in a team, independently and under pressure. If these factors coincide with your hiring values, then it will help you make an informed decision about the actual hire.

Keeping a uniform baseline is one of the best things you can do when comparing reference check data of candidates.

Having a common baseline will help you when comparing data from reference checks

Tip #2 Break It up into Stages

You will want to structure the recruitment and reference check process into several stages. This will help you set a standardized baseline that avoids unwanted bias. It is especially helpful when you have a large volume of candidates to check. There are a few things that we recommend you focus on when standardizing. First of all, the questions have to be standardized. Have a common set of questions on hand that can be asked for all candidates’ referees. This will give you a healthy measure to make a comparison with later.

The next thing you want to standardize is the criteria for acceptable references. At what level or rank should the referee be in the previous company? Are referees outside of the workplace acceptable referees? This will help you cut down on the sheer number of references and focus on the ones you need. It will also set the stage for the next issue, which is identifying the credibility of the referee. Make sure that the information you get is from a proper source.  Lastly, we recommend that you have a fixed time limit for the amount of time you dedicate for each reference check. As we mentioned before, it can be a time-consuming process. So, make it count!

Tip #3 Do It Early in the Process

It may be an outdated practice to have reference checks done towards the end of the recruitment process, yet it is still common. It is a common misconception that this is just for verification purposes, therefore it can be done at the end as it doesn’t yield much information. However, a reference check can raise major red flags when done right and does factor into the final hiring decision.

The best time to do it is immediately after the first few rounds of the interview. Do it before you invest too much time and effort into any one candidate. It will tell you if it is worth pursuing. You can also do it intermittently throughout the process to verify and investigate the candidate’s claims as the recruitment process goes on. The point is to catch any red flags early on, or as soon as possible.

Tip #4 Automation is Your Best Friend

Phone calls are the traditional method of doing these reference checks, however, automated reference checking is far better. Given the nature of automated reference checks, referees are more likely to answer honestly and fully. Since everything is online, there is not much room for human bias and it’s a massive time-saver for everyone involved. This eliminates the need for the hiring manager to play phone tag with candidate referees and gives you more time to focus on the rest of the recruitment process. This is why we here at Credibled offer you such an extensive, automated reference check!

How Automated Reference Checking Improves the Quality of Your Hires

Automated Reference Checking can help streamline your recruitment process significantly

How Automated Reference Checking Improves the Quality of Your Hires

“Technology is best when it brings people together.”

- Matt Mullenweg, American entrepreneur

Automated Reference Checking: A report by Glassdoor that was issued in June of 2015, pointed to an alarming trend. In places like the US and Canada, the average time to hire a new employee was averaging around 22 days! Now, if you think things are any better outside of the west, you would be mistaken. On average, in countries like Germany, France and the U.K. the time took almost 4 to 9 days more than that of Canada or the US. This was way back then and to be honest, that trend has largely remained true and strong to this day. Nowadays, most companies have to wait 30 days or so, almost one whole month till they can onboard the candidate!

Trivialities like the contract termination period, the notice period and even the interview and screening process all add up. Eventually, you are left with a long and winding process that you are not even sure is worth all that time and effort on your part. More often than not you might get an employee with a marginal qualification for the job, or if they are qualified, some aspect of their past might prevent them from performing the role as needed. Maybe they aren’t the best team player or have a criminal history, whatever the case, something always gets overlooked. That is why in this article we will be talking about the benefits that automated reference checking can bring to the table. We will also talk about how it can help improve the quality of your hires!

Automated Reference Checking gives you more control over the quality of data

Automated reference checking gives your more actionable data that you can use to evaluate new hires. This means better quality!

Automated Reference Checking Makes for a Streamlined Process

Reference checking is by far, one of the most time consuming and tedious processes of recruitment. Now, if we look at traditional recruitment, in most cases, only a small portion of the references who are contacted give you all the information you are looking for. Most are simply too busy or just not willing to go through with answering the questions for fear of legal repercussions.

This leaves us with an inefficient system. Hence, we bring you the beauty of automated reference checking! As a concept, it works to streamline the entire data collection process. HR and hiring managers can quickly collect the information with little to no hassle on their part.

The fact that automated reference checking gives you more complete information, means that you have the data to make better decisions about your hires.

Get More Actionable Data with Automated Reference Checking

Throughout the recruitment process, you might have to go back and forth between several references just for a single candidate. In this process, you would have likely encountered references who waste time on the phone with vague platitudes, small talk or just simply give you the run-around. The automated reference checking process eliminates all that by allowing you to collect consistent information that specifically highlights areas of strength or weakness.

"We're changing the world with technology."

- Bill Gates, Microsoft Co-Founder

Why Does Automated Reference Checking Work Better?

As we mentioned before, when you have a phone call with references or even an email for that matter, the number of people willing to give you the details you want is low. All you end up with is a stack of vague, half-answers that form the basis for a somewhat questionable hire. 

Now, when you consider automated reference checks, people are more likely to answer surveys fully. For one, it carries an air of anonymity to it and there is no room to beat around the bush.

This gives hiring managers a better look at the candidate. Once that data is collected, you will be able to view it in a compact manner that shows you who has what skills and or weaknesses. 

Data acquired quickly with better quality makes for faster hires that don’t run the risk of feeding into your turnover stats at the end of the fiscal year. Instead of focusing on your intuition, you can rely on hard facts to support your hiring choices.

Using a standard automated reference checking process ensures that there is no room for human bias.​

Automated Reference Checking

Automate to Eliminate Bias

If someone’s references are good, sometimes the truth is they can be too good to be true. You have to remember that at the end of the day, those are people who had a working relationship with your candidate in the past. This means they can buff the candidate’s resume more than necessary or even be protective of them to a degree.

By using the standardized format of automated reference checking, you eliminate that bias. The whole process is far less personal, so references are more likely, to be honest with you. This means you can select candidates on their merit and skill, rather than enthusiastic fluff.