Dear all, I would like to solicit your expert feedback on Personal References verification, being provided by the candidate in pre/post joining documentations but since all the referees are being given by the candidate himself/herself so no one expect adverse feedback from them and actual situation is also not averse to that. If it comes any adverse remarks then its percentage to satisfactory remarks would be nominal, then why this exercise is still included in HR policies/practices. Should it not be discontinued if yes what would you suggest as its alternative or no alternative need in this regard.
GM Qureshi
From Pakistan, Karachi
1GM Qureshi
From Pakistan, Karachi
I still think it is necessary. You may have doubts about a certain strength you have about the candidate only to learn that his/her referees think of the person exactly as you do.
Remember the referees may not know what you are looking for hence even if they don't give adverse feedback, the info they provide may still be very useful.You just need to be careful not to compare two candidates on the basis of the feedback obtained as it could be exaggerated.
Bottom line dont use the personal references as the basis for offering job, rather use it as a tool to gather more info that you may not have been able to obtain through the interview and the tools related to the interview.
From India, Madras
Remember the referees may not know what you are looking for hence even if they don't give adverse feedback, the info they provide may still be very useful.You just need to be careful not to compare two candidates on the basis of the feedback obtained as it could be exaggerated.
Bottom line dont use the personal references as the basis for offering job, rather use it as a tool to gather more info that you may not have been able to obtain through the interview and the tools related to the interview.
From India, Madras
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REFERENCE CHECK FORM TO BE SENT TO TSUPERVISOR.doc
CHECK LIST fOR PERSONAL FILE.xls