Before the employer checks these out they have to have the permission of the candidate to contact them. This is best done by obtaining the candidates permission in writing. This is very easily done when the employer uses an application form and there is a section where the candidate acknowledges giving permission for the employer to go to those references/referees provided. It can be assumed that if the candidate has named referees on their curriculum vitae (CV) then they have given permission for them to be contacted.
Always go to the referees with a set of prepared questions. Talking to referees should be as structured as the interview with the candidate. Always ask how the candidate performed when they were with the referee and as a final question ask the referee, would they employ the person (again).
When speaking to former employers it is surprising how candid and helpful they want to be. Not all referees are totally positive; many feel they have an obligation to be truthful and to point out the little failures of the person as well as their successes. Often these little failures will not be determinative of whether to employ or not but they give you a better insight of where some extra supervision or support needs to be given. Forewarned is forearmed.
Be aware of foreign qualifications. You have to check that a “diploma” granted in another country is the equivalent of a “diploma” granted here. You also have to be happy that the candidate actually has the qualification they say they have. Ask to see the original of the qualification. If you are still in doubt contact the institution that granted the qualification and see if they have a record of that candidate being so qualified. There can also be doubt about New Zealand qualifications and certainly most educational institutions here have very good records and are happy to verify qualifications.
Many employers are concerned about the health of candidates and they want to be sure that when employing someone they are not going to get them to undertake work which is likely to harm or hurt them. When employers use written application forms it is prudent to ask about previous ACC claims and any injuries they may have suffered. A lot of employers are also having candidates go through pre employment health checks, and drug and alcohol screening. This can be to the employer’s significant benefit.
A number of employers are now checking on candidate’s credit history, especially where they handle or control money. There are specialized firms who do this for employers and it is often very cost effective.
Facebook and other social networking sites can be great sources of information about candidates. They will often give a different insight into what a person does in their non work time. These sites are public and can be readily accessed. If employers don’t know how to access these sites, ask your children, they’ll be sure to know.
In summary, when recruiting it is best to use a written application form (your HR professional should be able to draw one up for a nominal fee) and always check the veracity of what the candidate says they have done with previous employers and that they have the qualifications they say they have.
Happy recruiting everyone.
