| I have recently started the process of interviewing | | | | always get better result. This is due to the fact |
| HR practitioners, business leaders and job seekers | | | | that third party reference checkers could always |
| about their views on reference checking. In this | | | | take a neutral position when getting comments from |
| process, I have found out 5 general myths and | | | | the referees. Imagine if Bank A's HR department is |
| misunderstanding about reference checking: | | | | ringing up Bank B's line manager, how likely will Bank |
| "All referees submitted will provide positive | | | | B's line manager talk candidly? |
| references" | | | | "Executive search or recruiting agencies do the same |
| Many HR practitioners make the assumption that the | | | | reference check as the independent background |
| referees provided are always positive. This is | | | | check organizations" |
| absolutely not true. Job candidates understand that | | | | This is another common myth given that executive |
| HR is a busy department thus always do not have | | | | search and recruiting agencies would often offer to |
| time to check references. The real fact is that | | | | do the reference check as well. The issue is that |
| many HR practitioners claimed to only have a | | | | that executive search and recruiting agencies have a |
| reference completion rate of 30%. Our research | | | | horse in the race. In many cases, they only get paid |
| shows that the ones that could not be contacted are | | | | if you hire the job candidate. The result is that they |
| often the ones that will be able to tell you something | | | | will try to avoid asking questions that yield negative |
| shocking. | | | | comments and focus asking questions that will only |
| "Majority of job candidates exaggerate on resume | | | | produce positive feedback. |
| but only for a little bit" | | | | On the other hand, independent background check |
| According to our research with a local university, | | | | organizations do not have a horse in the race. They |
| 62% admitted to exaggerating on resume. 33% | | | | do not care if you hire or not hire the job |
| admitted that they did not only exaggerate for a | | | | candidate. Thus, they are always able to take a |
| little bit but for a fair amount to get their current job. | | | | neutral position and generate the most objective |
| "Fake Certificates, diplomas and degrees are only | | | | result. |
| appearing in the developing countries like China" | | | | There are many other myths about reference |
| This is absolutely not true! Education qualification | | | | checking in the marketplace. As a hiring manager or |
| exaggeration is happening everywhere in the world. | | | | hiring CEO, we should act as our organization's internal |
| As technology advances, job candidates are starting | | | | risk manager and make sure we implement the right |
| to have easier access to create all these good | | | | due diligence procedures in our recruitment process. |
| looking certificates with computer graphic programs | | | | This will help us to make sure we reduce our risk of |
| like Photoshop and Illustrator. | | | | hiring the wrong person on board who could |
| "Third party reference checkers get the same result | | | | potentially harm our company bottom line and |
| as the HR department" | | | | corporate image. |
| Research shows that third party reference checkers | | | | |