Reference checking is best to be done before the shortlisting process or before the job offer? Please suggest...
From Malaysia, Sibu
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From Malaysia, Sibu
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Dear Deibie,
We have conducted hundreds of background checks for various profiles of candidates, ranging from officers to VP level, across various industries in many parts of cities, towns, and mini-metro locations over the past five years.
We do not differentiate the process between pre-job offer or post-job offer when carrying out the investigations. It is a question of final results and the time involved in the process. The higher the level of personnel or their responsibilities in the job, the more intensive the verification process is on various parameters.
These days, many outfits are labeling themselves as professional background consultants with questionable credentials or processes. This is an area of investment for clients and honesty for agencies. Whether you call it reference check, background check, or antecedent verification, the final decision is made by the agencies and the HR department of the hiring company.
As a principle, we do not rely on phone calls, SMS, or emails. It would be sad to disclose to the HR fraternity the kind of games played in this process.
Best of luck.
MIRA (V. Rangarajan)
From India, Pune
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48We have conducted hundreds of background checks for various profiles of candidates, ranging from officers to VP level, across various industries in many parts of cities, towns, and mini-metro locations over the past five years.
We do not differentiate the process between pre-job offer or post-job offer when carrying out the investigations. It is a question of final results and the time involved in the process. The higher the level of personnel or their responsibilities in the job, the more intensive the verification process is on various parameters.
These days, many outfits are labeling themselves as professional background consultants with questionable credentials or processes. This is an area of investment for clients and honesty for agencies. Whether you call it reference check, background check, or antecedent verification, the final decision is made by the agencies and the HR department of the hiring company.
As a principle, we do not rely on phone calls, SMS, or emails. It would be sad to disclose to the HR fraternity the kind of games played in this process.
Best of luck.
MIRA (V. Rangarajan)
From India, Pune
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Deibie,
There are different stages when reference checks can be conducted, and it lies at the discretion of the company. As a normal practice, it is conducted once the employee is on board. However, if one follows this practice, there is a clause that needs to be mentioned in the offer letter. The clause states that if the background check of the candidate is not found to be satisfactory, then the offer becomes null and void.
On the other hand, reference checks can also be done before rolling out the offer. Ideally, this should be done implicitly and not officially. This means that if you know someone in the current organization who is reliable enough from where you are taking the candidate, you can conduct a reference check with them without risking the candidate's current employment. The reason for this approach is that if you conduct a reference check and then extend an offer that the candidate refuses or if the position for which you are hiring the candidate goes on hold, there is a fair chance that it will risk the candidate's present job. This is because the candidate's current company may find out that the candidate is applying at other places and might move out.
Again, implicit reference checking is recommended even at the shortlisting stage before calling the candidate for an interview.
From India, Delhi
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There are different stages when reference checks can be conducted, and it lies at the discretion of the company. As a normal practice, it is conducted once the employee is on board. However, if one follows this practice, there is a clause that needs to be mentioned in the offer letter. The clause states that if the background check of the candidate is not found to be satisfactory, then the offer becomes null and void.
On the other hand, reference checks can also be done before rolling out the offer. Ideally, this should be done implicitly and not officially. This means that if you know someone in the current organization who is reliable enough from where you are taking the candidate, you can conduct a reference check with them without risking the candidate's current employment. The reason for this approach is that if you conduct a reference check and then extend an offer that the candidate refuses or if the position for which you are hiring the candidate goes on hold, there is a fair chance that it will risk the candidate's present job. This is because the candidate's current company may find out that the candidate is applying at other places and might move out.
Again, implicit reference checking is recommended even at the shortlisting stage before calling the candidate for an interview.
From India, Delhi
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Motive behind conducting the reference check after the employee is onboard is to minimize the risk of getting the prospective employee into trouble at his/her current employment before he/she comes on board. Only if his credentials are genuine and true, or else reserve the right to ask him to go if they are not true.
For that marriage quote, still in India, marriages are majorly being fixed after getting to know about the background of the bride or groom, their families, their culture, their status, etc., through some common relatives or friends. Call it a prenuptial reference check, which is more feasible in a matter like marriage.
From India, Delhi
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For that marriage quote, still in India, marriages are majorly being fixed after getting to know about the background of the bride or groom, their families, their culture, their status, etc., through some common relatives or friends. Call it a prenuptial reference check, which is more feasible in a matter like marriage.
From India, Delhi
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Dear All,
Please do not follow the old practices. What is the use of conducting a reference check when the reference was set by them only? Instead of conducting a reference check, please tune the interview pattern to be very strong.
Regards,
N. Srinivasan
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Please do not follow the old practices. What is the use of conducting a reference check when the reference was set by them only? Instead of conducting a reference check, please tune the interview pattern to be very strong.
Regards,
N. Srinivasan
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Referee checks to be done before shortlisting or before giving an offer are the best. Along with the reference, other details like experience, qualifications, etc., are also better checked, especially if the employees are from a far-off place. I have come across several instances where the information given in the application and the actual place of studies were not coinciding.
To avoid all complications, it is better to check the references before giving the offer.
Nagaraj
Email: nagaraj1946@gmail.com
From India, Bangalore
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To avoid all complications, it is better to check the references before giving the offer.
Nagaraj
Email: nagaraj1946@gmail.com
From India, Bangalore
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Yes, it's better to do a reference check before joining, and I am not sure whether we are talking about reference or background checks here. Both are different to some extent. In reference checks, almost all references are sanitized before being given to the HR. You may not wish to conduct reference checks for all jobs as it's time-consuming (unless mandatory). The normal procedure takes 15 to 20 days, which includes education, employment, and supervisor feedback.
When hiring for higher positions, such as a director or similar roles, a reference check should be conducted. This is because these individuals may work part-time or from home, supporting their previous firm and other companies in their network. We encountered an issue where an employee was in dual employment for three months, holding high and confidential positions in other organizations.
Reference checks before employment are crucial.
From India, Madras
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When hiring for higher positions, such as a director or similar roles, a reference check should be conducted. This is because these individuals may work part-time or from home, supporting their previous firm and other companies in their network. We encountered an issue where an employee was in dual employment for three months, holding high and confidential positions in other organizations.
Reference checks before employment are crucial.
From India, Madras
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It should be done before shortlisting the candidate because if a candidate is found to be fake after shortlisting but before the job offer, it would be a waste of time for the HR person. He/she would have to go through the same cycle again for the next qualified candidate. Therefore, to minimize this risk, it should be done before shortlisting the candidate.
From India, Delhi
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From India, Delhi
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You can have a reference check before issuing an offer letter and issue an appointment order once the background verification/clearance is through. It is not necessary that you should call the references; you can request payslips or offer letter copies from the previous employer. For a background check, you can either outsource it to agencies or do it yourself.
From India, Bangalore
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From India, Bangalore
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Hi Diebei,
I fully agree with the views expressed by Mr. N. Srinivasan. Absolutely, what is the use of checking references? It is an old practice. Do you think it is reliable? Former employers do not always tell the whole truth about the candidates. They may be reluctant to make any negative statements because they do not want to prevent the person from working - as long as it is not against them or they fear they may be sued.
Please think it over.
With regards,
Appu
From India, Madras
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I fully agree with the views expressed by Mr. N. Srinivasan. Absolutely, what is the use of checking references? It is an old practice. Do you think it is reliable? Former employers do not always tell the whole truth about the candidates. They may be reluctant to make any negative statements because they do not want to prevent the person from working - as long as it is not against them or they fear they may be sued.
Please think it over.
With regards,
Appu
From India, Madras
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REFERENCE CHECK FORM TO BE SENT TO TSUPERVISOR.doc
Reference Check Form.pdf