Reference checking is best to be done before the shortlisting process or before the job offer? Please suggest...
From Malaysia, Sibu
From Malaysia, Sibu
Dear Deibie,
We have conducted 100s of background check for various profiles of the candidates starting from officer to VP level across various industries in many parts of cities, towns, mini metro locations since 5 years.
We do not differentiate the process between pre job offer or post job offer while carryng out the investigations. It is question of final results and time involved in the process. More the level of personnel or their responsibilities in the job, the process of verification is intensive on various parameters.
These days many out fits are labelling themselves as professional background consultants with questionable credibilities or process. This is an area of investment for the clients and honesty for the agencies. Whether you call it reference check or background check or antecedent verification the final call is done by the agencies and the HR depatment of the hiring company.
As a principle we do not relay on phone calls or sms or emails. It would be sad to disclose to HR fraternity the kind of games played in this process.
Best of Luck.
MIRA ( V. Rangarajan.)
From India, Pune
47We have conducted 100s of background check for various profiles of the candidates starting from officer to VP level across various industries in many parts of cities, towns, mini metro locations since 5 years.
We do not differentiate the process between pre job offer or post job offer while carryng out the investigations. It is question of final results and time involved in the process. More the level of personnel or their responsibilities in the job, the process of verification is intensive on various parameters.
These days many out fits are labelling themselves as professional background consultants with questionable credibilities or process. This is an area of investment for the clients and honesty for the agencies. Whether you call it reference check or background check or antecedent verification the final call is done by the agencies and the HR depatment of the hiring company.
As a principle we do not relay on phone calls or sms or emails. It would be sad to disclose to HR fraternity the kind of games played in this process.
Best of Luck.
MIRA ( V. Rangarajan.)
From India, Pune
Deibie,
There are different stages when reference checks can be conducted & lies at the discretion of the Company. As a normal practice it is conducted once the employee is on board but if one follows it then there is a Clause which needs to be mentioned in the Offer Letter that if the background check of the candidate is not found to be satisfactory then the offer becomes null & void.
On the other hand it can also be done before rolling out the offer but ideally should be done implicitly & not officialy (that is if you know someone in the current organisation reliable enough from where you are taking the candidate so that you can do a ref check with him/her without risking the job of the candidate at his/her current employment). Reason being if you conducted a ref check & after that you extended an offer which the candidate refused to take or let's say the position for which you are hiring the candidate comes on a hold then there is a fair chance that it will risk the candidate present job as his company will get to know that this guy is applying at other places & might move out.
Again implicit reference checking is prescribed even at the shortlisting stage before calling him/her even for an interview.
From India, Delhi
There are different stages when reference checks can be conducted & lies at the discretion of the Company. As a normal practice it is conducted once the employee is on board but if one follows it then there is a Clause which needs to be mentioned in the Offer Letter that if the background check of the candidate is not found to be satisfactory then the offer becomes null & void.
On the other hand it can also be done before rolling out the offer but ideally should be done implicitly & not officialy (that is if you know someone in the current organisation reliable enough from where you are taking the candidate so that you can do a ref check with him/her without risking the job of the candidate at his/her current employment). Reason being if you conducted a ref check & after that you extended an offer which the candidate refused to take or let's say the position for which you are hiring the candidate comes on a hold then there is a fair chance that it will risk the candidate present job as his company will get to know that this guy is applying at other places & might move out.
Again implicit reference checking is prescribed even at the shortlisting stage before calling him/her even for an interview.
From India, Delhi
Motive behind conducting the ref check after the employee is onboard is to minimise 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 & 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 friend. Call it a pre nuptial ref check which is more feasible in a matter like marraige.
From India, Delhi
& 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 friend. Call it a pre nuptial ref check which is more feasible in a matter like marraige.
From India, Delhi
refe check to be done before shortlisting or before giving offer is the best. along with the reference the other detials like experience, qualification etc are also better checked, specially if the employees are from the faroff place. i had come across several instances where they information given in the application and the actual place of studies were not coinciding.
So to avoid all complications, it is better to check the reference before giving the offer
nagaraj
From India, Bangalore
So to avoid all complications, it is better to check the reference before giving the offer
nagaraj
From India, Bangalore
Yes. its better to do reference 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, allmost all references are sanitized before giving to the HR. You may not wish to do reference checks for all jobs as its time consuming ( unless and until mandatory). the normal procedure takes 15 to 20 days which includes education, employment & supervisor feedback.When we take people for higher positions say a director or somebody like that, we should do a reference check because these people work part time or from home helping their old firm and other firms in their network. we had an issue where an employee was on dual employment for three months holding high and confidential positions in other firms.
reference checks before job
From India, Madras
reference checks before job
From India, Madras
It should be done before shortlisting the candidate bcoz if a candidate found fake after shortlisting but before job offering, then it would wasting of time for the HR person.......& He/She has to do the same cycle once again for next qualified candidate. So, to minimise this risk it should be done before shortlisting the candidate.
From India, Delhi
From India, Delhi
you can have a reference check before issuing offer letter and issue appointment order once the background verification/clearance is through. It is not necessary that you should call the references, you can request for payslips or offer letter copies of previous employer. For background check, either you can outsource it to agencies or do it yourself.
From India, Bangalore
From India, Bangalore
Hi Diebei
I fully agree with the views expressed by Mr. N.Srinivasan. Absolutely, what is the use of checking references.It is a old practice. Do you think it is reliable? Former employers do not always telling about the whole truth of the candidates. They may relectant to make any negative statement because they do not want to prevent the person from working - as long as it is not to them or they fear they may be sued.
Pls think over it.
With regards
Appu
From India, Madras
I fully agree with the views expressed by Mr. N.Srinivasan. Absolutely, what is the use of checking references.It is a old practice. Do you think it is reliable? Former employers do not always telling about the whole truth of the candidates. They may relectant to make any negative statement because they do not want to prevent the person from working - as long as it is not to them or they fear they may be sued.
Pls think over it.
With regards
Appu
From India, Madras
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