How Do You Verify Candidate Backgrounds and References in Your Hiring Process?

Dear All,

It's one of the problems that many organizations face these days. Organizations don't have a proper source or system to verify whether the candidate for a position has a similar background, exposure, organization, and related references, etc.

What I have observed is that we mostly trust and rely on the information provided by the interviewee (applicant). Although we check their behavior, attitude, knowledge, and skills during our tests/interview process, in my opinion, we lack another system to validate their experience or exposure in the areas discussed during the interview.

Especially, a candidate with some experience might be very clever in presenting themselves, and they do so in a smart manner (Remember, giving an interview is all about marketing and presenting oneself; it's an art) that you may consider them the right candidate.

I would like all of you to share your comments, knowledge, experience, and methodology that you adopt for checking the background and references of applicants and other related areas.

Regards,

Khalid

Good Topic!

We are practicing the reference check in our organization while hiring new employees. What we normally do is send a letter to the candidate's previous employers or immediate supervisor for a reference check, in order to learn more about them before they join our team. We also contact them via telecon. I am attaching the reference checking form here for your convenience.

Regards,
Faisal

Dear All,

In my opinion, it would not have a good impact on his previous employer to contact them and ask about the applicant. This could actually affect the applicant's image in that particular organization, potentially resulting in the applicant being let go. The reason could be that the applicant is expected to leave either today or tomorrow, so why not act on this immediately?

Therefore, contacting previous employees could have a negative impact on the previous employer and make it challenging for the applicant to continue in the same manner if they are not selected. This was the reason why I raised the question.

Regarding references, they could be contacted and asked, but this alone may not suffice. Please consider this and do share if any of you have ideas on how to address this.

Regards,
Khalid

Faisal,

This is a good form. All these days I used to check orally and just mention comments on the resume, but this is professional work. I will immediately adopt this.

Thanks,
Satya

Hi everyone,

I have found a case in which a person has shown an experience of a closed company. So, how do I have to handle the case even though he is saying that he was receiving salary in cash?

Please suggest to me.