Colleagues, are there other ways of checking a job applicant’s background apart from the traditional reference checks? How could you use the internet to verify who the person says he or she is?
From Netherlands, Oude-tonge
From Netherlands, Oude-tonge
What exactly you want Toni?? What traditional ways or standard you are using for reference checks??
Well depending on the position the candidate is interviewing for, various other reference check questions will be asked about the skills and abilities that are required in the new job. For example, customer service skills, technical skills, computer skills, presentation skills etc. When checking job references the employer will also probe to clarify answers, for example:"Can you tell me why you describe his reliability as average?"
Well you need a standard reference checking format which will help you in this regard. You can easily compare candidates and ensure you are asking the "right" questions to make an educated decision before offering the applicant a job with your company. You can use this format as given below …
-Name:
-Reference Name:
-Company Name:
-Company Address:
-Company Phone:
-Dates of Employment: From:… To ….
-Starting Position: … Ending…
-Starting Salary: ….Ending…..
-What does your company do?
-Please describe your reporting relationship with the candidate? If none, in what capacity did you observe the candidate's work?
-Reason for Leaving:
-Please describe the key responsibilities of the candidate in his/her most recent position.
-How many reporting staff did the candidate manage? Their roles?
-Tell me about the candidate’s most important contributions to the achievement of your organization’s mission and goals.
-Describe the candidate's relationships with his/her coworkers, reporting staff (if applicable), and supervisors.
-Talk about the attitude and outlook the candidate brought to the workplace.
-Describe the candidate's productivity, commitment to quality and customer orientation.
-What are the candidate's most significant strengths?
-What are the candidate's most significant weaknesses?
-What is your overall assessment of the candidate?
-We are hiring this candidate to (job title or quick description). Would you recommend him/her for this position? Why or why not?
-Would you rehire this individual? Why or why not?
-Are there additional comments you'd like to make? Is there a question I should ask that I may have missed?
Hope this will work for you Toni..Best of Luck
From India, Gurgaon
664Well depending on the position the candidate is interviewing for, various other reference check questions will be asked about the skills and abilities that are required in the new job. For example, customer service skills, technical skills, computer skills, presentation skills etc. When checking job references the employer will also probe to clarify answers, for example:"Can you tell me why you describe his reliability as average?"
Well you need a standard reference checking format which will help you in this regard. You can easily compare candidates and ensure you are asking the "right" questions to make an educated decision before offering the applicant a job with your company. You can use this format as given below …
-Name:
-Reference Name:
-Company Name:
-Company Address:
-Company Phone:
-Dates of Employment: From:… To ….
-Starting Position: … Ending…
-Starting Salary: ….Ending…..
-What does your company do?
-Please describe your reporting relationship with the candidate? If none, in what capacity did you observe the candidate's work?
-Reason for Leaving:
-Please describe the key responsibilities of the candidate in his/her most recent position.
-How many reporting staff did the candidate manage? Their roles?
-Tell me about the candidate’s most important contributions to the achievement of your organization’s mission and goals.
-Describe the candidate's relationships with his/her coworkers, reporting staff (if applicable), and supervisors.
-Talk about the attitude and outlook the candidate brought to the workplace.
-Describe the candidate's productivity, commitment to quality and customer orientation.
-What are the candidate's most significant strengths?
-What are the candidate's most significant weaknesses?
-What is your overall assessment of the candidate?
-We are hiring this candidate to (job title or quick description). Would you recommend him/her for this position? Why or why not?
-Would you rehire this individual? Why or why not?
-Are there additional comments you'd like to make? Is there a question I should ask that I may have missed?
Hope this will work for you Toni..Best of Luck
From India, Gurgaon
Many thanks Anil. The information is good and comprehensive. This is what I mean by traditional reference checks. In addition to this format is there another way I can check the background of an applicant? If I want to use the internet how would I get information and/or sites this applicant uses? That is more of what I am looking for. Other 'non-traditional' ways of doing a background search.
From Netherlands, Oude-tonge
From Netherlands, Oude-tonge
you can check their linkedin profile. if they have or could download their resume from job portals if they have,,perhaps will get some idea about their background,,but then on internet person may write whatever he wants, without any proof, so ultimately experience you could talk about,, will be which he is supporting with docs.
From India, Delhi
From India, Delhi
Many thanks for your response. If someone hasnt been convicted of a crime before but has a 'dubious' background how can I check this or know this before hand. How can I 'trace' sights s/he may have visited?
From Netherlands, Oude-tonge
From Netherlands, Oude-tonge
I think tracing sumbody on the internet is not easy, what if person does not like to have presence on net????
if you doubt on his background,,then I wud say 1st way is to check his knowledge on the subject,,and rate him whether he'll be able to contribute in your organisation or not,, then approach the organisation where he claims to be worked, and ask about him......
Now there are some more reality,
..some time company does not want to answer your reference check call or mail in detail, coz they think it waste of time as person is no more their asset.
..Or some time his manager whom you'll approach for reference chek could not speak good for some personal reason..
..Or sometime when you'll call for the reference check they will tell you that person has worked with them on certain designation...but probably will not be able to provide the task or work he was handling.....here recruit has chance to manipulate responsibilty handeled.
So in my opinion get the person interviwed by concern depat manager who cud easily assess his comeptency on particular work.
And if person already started working and not able to perform desirable, give him time and coaching both to improve himself..
Eventually our task is to get competent people on the job,,,,judge him from his work,,
reference check is neccessary but some time it fails to explain work nature in detail.he performed..
From India, Delhi
if you doubt on his background,,then I wud say 1st way is to check his knowledge on the subject,,and rate him whether he'll be able to contribute in your organisation or not,, then approach the organisation where he claims to be worked, and ask about him......
Now there are some more reality,
..some time company does not want to answer your reference check call or mail in detail, coz they think it waste of time as person is no more their asset.
..Or some time his manager whom you'll approach for reference chek could not speak good for some personal reason..
..Or sometime when you'll call for the reference check they will tell you that person has worked with them on certain designation...but probably will not be able to provide the task or work he was handling.....here recruit has chance to manipulate responsibilty handeled.
So in my opinion get the person interviwed by concern depat manager who cud easily assess his comeptency on particular work.
And if person already started working and not able to perform desirable, give him time and coaching both to improve himself..
Eventually our task is to get competent people on the job,,,,judge him from his work,,
reference check is neccessary but some time it fails to explain work nature in detail.he performed..
From India, Delhi
Greetings
There is another alternate way to do reference checking of a candidate ,besides the traditional approach. And that is handwriting analysis.
For that you need to get the candidate to write down on paper some information along with the signature and get the same analysed.
I am a free lance handwriting analyst...for more information on the subject, you can contact me on
From India, Mumbai
There is another alternate way to do reference checking of a candidate ,besides the traditional approach. And that is handwriting analysis.
For that you need to get the candidate to write down on paper some information along with the signature and get the same analysed.
I am a free lance handwriting analyst...for more information on the subject, you can contact me on
From India, Mumbai
Many thanks. I am actually looking to do a background search to ascertain if the applicant doesnt do drugs and/or other socially unacceptable acts. Will I be able to determine this from his/her handwriting? I'm also looking at the time involved in doing all this search.
From Netherlands, Oude-tonge
From Netherlands, Oude-tonge
yes you can get to know if the candidate is under the influence of substance abuse etc...for each analysis ,it would take about 1/2 -and hr, depending on the exact traits needed.
pls give me your email address so i can fwd you the ppt on Handwriting analysis ,which will give you a better picture on the subject
From India, Mumbai
pls give me your email address so i can fwd you the ppt on Handwriting analysis ,which will give you a better picture on the subject
From India, Mumbai
Hi,
All of you are good and hence thinking straight !!!
Unfortunately, there are Software training organizations, which also have a fake website claiming as a software company. The candidates claim to have worked in such organizations for a couple of years. If you call them, they will promptly answer all your questions in favor of the candidates. In fact, we are using our own methods to identify such fake companies !! Before sharing, wish to request your views/suggestions to identify such fake candidates.
From India, Bangalore
All of you are good and hence thinking straight !!!
Unfortunately, there are Software training organizations, which also have a fake website claiming as a software company. The candidates claim to have worked in such organizations for a couple of years. If you call them, they will promptly answer all your questions in favor of the candidates. In fact, we are using our own methods to identify such fake companies !! Before sharing, wish to request your views/suggestions to identify such fake candidates.
From India, Bangalore
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