Why HR Neglects the Reference Check Request?
It is an equally important responsibility of an HR person to respond to the request from another HR person to give feedback about an employee who has recently joined or is about to be selected. At the same time, many HR persons give the least importance to such requests. Let the feedback be good or bad, we have a commitment to let the other hiring person know about the candidate, his attitudes, his passions, etc., so that the latter can proceed with his duty. Not giving any feedback just by thinking that we will lose an employee, we are not going to gain anything, but we will continue to lose that employee, as he may not be involved in our work since he has already decided not to work with us. Then why should we compel him, or why should we be a barrier?
I have written the above just to remind the HR fraternities of our commitment because I had a bitter experience today. I have been trying to get a reference check of an employee (a candidate to whom I have given an offer letter) from his present employer, a paint manufacturing company having their HO at Gurgaon, but the HR (the HR Head, I should say) has been very busy all these days. Unfortunately, the Front Office person has also been instructed not to give the HR person’s telephone to anybody! Here, for an outsider like me, an impression is created about the company. If the HR, who is expected to be a role model for others, is so adamant, you can imagine the quality of others. You can also imagine that this is the way in which the HR will react when an employee also calls him for any assistance, and that is the reason why employees leave the organization.
In my organization, my telephone number is open to all. Anybody can call me at any time; there is nothing preventing the Front Office person from sharing my telephone number even with a person whose details are not even disclosed. I think many of you who use to call me and take guidance from me agree that I am available for discussion on HR/Personnel/IR matters at any time, barring some instances when I am in official meetings.
I believe that real professionalism is not in the hierarchical setup but in building employee relations. You cannot make your organization an employee-first priority organization unless you believe that you are approachable.
Regards,
Madhu.T.K
From India, Kannur
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4528It is an equally important responsibility of an HR person to respond to the request from another HR person to give feedback about an employee who has recently joined or is about to be selected. At the same time, many HR persons give the least importance to such requests. Let the feedback be good or bad, we have a commitment to let the other hiring person know about the candidate, his attitudes, his passions, etc., so that the latter can proceed with his duty. Not giving any feedback just by thinking that we will lose an employee, we are not going to gain anything, but we will continue to lose that employee, as he may not be involved in our work since he has already decided not to work with us. Then why should we compel him, or why should we be a barrier?
I have written the above just to remind the HR fraternities of our commitment because I had a bitter experience today. I have been trying to get a reference check of an employee (a candidate to whom I have given an offer letter) from his present employer, a paint manufacturing company having their HO at Gurgaon, but the HR (the HR Head, I should say) has been very busy all these days. Unfortunately, the Front Office person has also been instructed not to give the HR person’s telephone to anybody! Here, for an outsider like me, an impression is created about the company. If the HR, who is expected to be a role model for others, is so adamant, you can imagine the quality of others. You can also imagine that this is the way in which the HR will react when an employee also calls him for any assistance, and that is the reason why employees leave the organization.
In my organization, my telephone number is open to all. Anybody can call me at any time; there is nothing preventing the Front Office person from sharing my telephone number even with a person whose details are not even disclosed. I think many of you who use to call me and take guidance from me agree that I am available for discussion on HR/Personnel/IR matters at any time, barring some instances when I am in official meetings.
I believe that real professionalism is not in the hierarchical setup but in building employee relations. You cannot make your organization an employee-first priority organization unless you believe that you are approachable.
Regards,
Madhu.T.K
From India, Kannur
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It is really eye-opening information you have shared on Cite-HR. I, too, once neglected the same case—not avoided it, but replied a little late. Maybe I should consider your words and follow suit.
Thank you, Madhu!!
Regards
From India, Pune
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Thank you, Madhu!!
Regards
From India, Pune
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It is really an eye-opener thread, highlighting that HR personnel should not be biased and should always stand on the correct side. Helping others obviously yields returns for us in any way. I used to instruct my subordinates to use my mobile number as a reference if they apply for any better opportunity. Whenever I receive a call from that organization, I provide correct feedback, including their strengths, weaknesses, qualifications, experience, and other relevant data to the new employer. Sometimes, I also advise the new employer about the individual's abilities and their excel field.
If this unbiased culture develops within HR fraternities, it will create a healthy atmosphere in any organization.
Regards.
From India, Kumbakonam
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If this unbiased culture develops within HR fraternities, it will create a healthy atmosphere in any organization.
Regards.
From India, Kumbakonam
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Challenges in Obtaining Reference Responses
The main reason why one doesn't get an appropriate response to a reference request is that many organizations have pseudo managers and pseudo HR professionals. In several companies, HR is looked upon as an "essential evil." I know several small and medium IT firms in the software industry where HR is headed by an employee with no proper HR exposure and only a total experience of 1 or 2 years.
Another reason may be that the firms themselves may not be sure of their own reputation, and they feel that feedback may "expose" them.
In some cases, managers may be "too busy" firefighting on a day-to-day basis due to their poor planning and organizational skills, and they find no time to respond to our queries. Mr. Madhu has rightly said, "I believe that the real professionalism is not in the hierarchical setup but in building employee relations. You cannot make your organization an employee-first priority organization unless you believe that you are approachable." I fully endorse his view.
Regards,
Dr. T. Thomas.
From India, Bangalore
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The main reason why one doesn't get an appropriate response to a reference request is that many organizations have pseudo managers and pseudo HR professionals. In several companies, HR is looked upon as an "essential evil." I know several small and medium IT firms in the software industry where HR is headed by an employee with no proper HR exposure and only a total experience of 1 or 2 years.
Another reason may be that the firms themselves may not be sure of their own reputation, and they feel that feedback may "expose" them.
In some cases, managers may be "too busy" firefighting on a day-to-day basis due to their poor planning and organizational skills, and they find no time to respond to our queries. Mr. Madhu has rightly said, "I believe that the real professionalism is not in the hierarchical setup but in building employee relations. You cannot make your organization an employee-first priority organization unless you believe that you are approachable." I fully endorse his view.
Regards,
Dr. T. Thomas.
From India, Bangalore
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