P-lekha-jacobs
Senior Hr Consultant
Parul.rbs
Head-hr

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Dear All, I have few queries about reference check process:
1. Should we do it before releasing the offer or after?
2. if we do after releasing the offer and feedback is negative. If we withdraw offer and candidate already put the paper then?
3. Can it affect candidate if we do reference check before releasing the offer and her/his previous employer gor to know that employee is searching for job. And also we do not offer him/her.
4. Can someone explain me correct process for reference check. When to check? whom to skip etc.
5. Should we higher external agency for that? If we want to minimize expense from which level we can go for external agency?
I want to start perfect process in my company.

From India, Vadodara
Parul - please see my guidance below, against each point:
1. Preferably, reference checks may be completed before the offer is rolled out - saves a lot of effort in the entire on-boarding process
2. If you find major misinterpretations in provided details - you may withdraw the offer. If minor observations are found - you may seek further explanations and record more explanatory evidences. Please do not reject a candidate just because his previous Manager(s) have written negative things about the candidate - please ignore/ eliminate such negative remarks. If we start following negative comments from previous Managers - then hiring will not be possible in the Corporate World. Every Manager might have some past issues, grudge, career-hijacking, black-mailing, professional insulting and demeaning, shaming, subjugation issues with his reportees - so, just ignore such negative comments and proceed ahead. Focus on how the hired candidate can do the job perfectly.
3. Reference check with the Candidate's current Organization must be sought only after on-boarding. Because it runs a risk to your Organization - they might try to stop the candidate from joining you. Better you do it post joining. Again, ignore if they come back with negative comments. Just verify tenure, designation, salary band level, location - that's all and should suffice.
4. There is no 'one-size-fits-all' reference check process. Just consult a good third-party BGV vendor and they will explain you the modalities for BG checks - they often send their representatives to give you a PPT show of their services. Choose as per your requirements and budget.
5. Refer to #4 above - which will require a thorough vetting process before you can hand over the responsibilities to BGV Vendors
Additional quick thoughts:
1. Go easy on offered candidates. Observations, if found, may always be followed-up with a polite and subtle conversation with the candidate. Do not panic them.
2. Commenting negatively during BGV is rampant in ineffective workplaces - please ignore such negative commentaries unless you want to verify it on your own. E.g. If previous Manager comments that the employee has been an under-performer consistently for 3-4 years - then why didn't the Organization fire him/ her or put him/ her on PIP - why the candidate's salary proofs display a good bonus amount credited to him - and the candidate has been winning certificates of appreciations from the Company - so you see, it proves that the candidate is fine to be on-boarded.

From India, Delhi
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