1. Welcome
Reference Checking
Reducing the Risk
Reference Checking
Reducing the Risk

2. ? ? ? WHY ? IMPORTANCE OF REFERENCE CHECKING
Protects and lowers the risk to the organization
Contributes to overall performance
Supports retention
Confirms impressions about candidate
Investigate concerns raised during interview process
Substantiate or discredit claims made by candidate
Gather performance related information
Requirement of employment
Ask for input as to why the audience feels that ref checking is important
As resume fraud is increasing:
Reference verification is used to lower the risk when considering an applicant for employment. Referencing will:
. verify facts on resume, e.g. dates, accomplishments, experience
. gain additional data such as:
 follow up leads re performance
 verify answers to interview questions where necessary
 gain additional behavioural evidence in a target area
. Critical to investigate thoroughly to assist in the selection decision process

3. WHO TO CALL? Work related or professional references are ideal
Obtain a minimum of 2 references
The more recent the better
Treat all reference information as confidential
DO NOT ASSUME THAT…
One good reference will lead to more
Gaps/missing info are unimportant when other information checks out
An applicant with these qualification will…..
Personal, family and character references are not acceptable
It is required that the recruiter gather references from at least two sources and look for consistency in their evaluations.
.Focus on behavioural information from a job that resembles the one for which the candidate is applying.
One final point to consider. When the reference supplier relates very negative information about a previous employee, the recruiter's first question should be if this information was documented on an appraisal. If it was, then the data can be used without fear (Legally Defensible). If it was not documented, then the recruiter must assume that it never happened.

4. WHEN ? Prior to the interview Expedites selection
After the interview but prior to the offer
After the interview and after the conditional offer
Expedites selection
Traditional process
Expedites hiring

5. PREPARATION Gather the necessary information
Understand job requirements/competencies
Carefully review resumes and application form
Look for gaps and overlaps in work experience and/or unrealistic and vague qualifications
Be familiar with the outcome of the interview(s)
Prepare questions using the Reference Form as a guide
Contact references and ensure that timing is good .
Understand job requirements along with the required competencies
Carefully review resumes and application form.
Look for gaps and overlaps in work experience and/or unrealistic and vague qualifications.
 Be familiar with the outcome of the interview(s)
Prepare questions using the Reference Check Form as a guide. Your HRC can assist you in developing an effective and targeted reference form.
Contact references with the permission of the applicant. Permission is on the employment application form and is confirmed during the interview.
Ensure availability of private area – free of interruptions

6. QUESTIONING TECHNIQUES
Behavioural or competency based questions will help assess potential performance in areas such as:
Leadership
Problem solving
Critical thinking
Handling stress/conflict
Self-directed
Technical or performance related questions such as:
• Computers, software, hardware, programs…
• Counselling skills
• Attendance record
• Clinical knowledge
• Overall performance

7. HOW ? Conduct Check Hello?
Set aside time in a private area – no interruptions
Confirm time is convenient for referee
Ensure confidentiality
Listen for inconsistencies, gather specific examples
Document results ensuring objectivity
Sign and Date

8. Beginning the Call Ask for the referee by name and verify title
Clearly introduce yourself by name, title, organization
State purpose of call
Briefly outline job and requirements
Allow the referee to call back if needed, provide time options
Ask questions
Document information provided

9. KEY TIPS
Did you know….
Resumé falsifying is on the rise and so is the importance of recruitment awareness.
Almost 90% of HR directors surveyed by the SHRM reported resume untruths ranging from past salaries to personal identification.
While education credentials can be verified with a simple phone call to the school, work-related investigations require a little (and sometimes a lot), more sleuthing.
Intuition is perhaps our best tool for detecting dishonesty, but external evidence is the only way to prove it.

10. MORE KEY INFO… The most common resume distortion involves education.
Other typical resume falsehoods include:
• embellished job titles and duties;
• stretched employment dates;
Listen for words or phrases that might indicate problem areas
Be prepared to have follow-up discussion with the candidate
Thank the reference provider - consider keeping them as a contact for future networking
The Facts
Although stiff competition and widespread technology may be a "sign of the times" is still a sign of a potentially dishonest employee
False scholastic claims include everything from areas of concentration to academic standing to fraudulent degrees.
If an employer misrepresents the skills of an employee in a reference, they could be legally liable for negligent misrepresentation.
The former employer may be liable to the new employers for loss of money, and may also incur some liability to the employee. However, if the information was supplied in good faith, then there is no legal liability.
Also, under access to information legislation, employers are required to inform the applicant if they were rejected due to a negative reference check.
References must be based on an honest assessment of the actual work performed and not on subjective impressions. This means an employee's performance appraisal, good or bad, can be used for reference purposes without fear of litigation.