Reference checking at this stage give you a more objective view of the client, you don’t have an emotional attachment to the person
Let the referee know that this may take as long as 10 minutes
Structuring the reference checks will increase the accuracy of your information:
Confirm the information provided by the applicant, such as employment dates.
Get the referees’ views of the applicants in terms of the essential performance factors e.g. sales ability, attention to detail etc. Ask them to rate the applicant on a scale from excellent to good, fair and poor.
Conduct a 15 - 20 minute preliminary interview via phone (email applicant prior to organize a suitable time for them)
See telephone interview form
Why use psychometric testing
Employment tests provide an objective, unbiased assessment of personal attributes and abilities. These personal attributes and abilities have been found to be a good indicator of likely performance in a variety of positions. They also provide insights that show where further investigating or checking should be done. The test reports provide interview questions and reference probes for this purpose.
Most managers’ hire on what a person can do, but will always terminate, or have problems based on who they are!