Literature Review
One of the most criticized common selection procedures in the field of Human Resources is that of checking references. As told by Heneman, Judge, and Kammeyer-Mueller (2015), reference checks most commonly are used to inquire about information on criminal background, employment eligibility, and former jobs. However, there is much debate on how useful they really are. Wang and Kleiner (2004) concluded that hiring based on good references is one of the “Employer’s Seven Deadly Hiring Mistakes.” This is alarming. However, many others simply see it as a necessary evil to avoid negligent hires. This leaves many unanswered questions. How can we make this process worthwhile? Should it simply done to comply with laws? Is it possible …show more content…
While it may be a difficult and seemingly fruitless process most of the time, it can help save employers from losing money and going through the grief of a law suit.
Recommendations
As a general rule, it is a good idea to conduct reference checks. They are an added protection against negligent hiring, and can help ensure pursuance of a quality candidate. The manner in which a reference check is conducted is also vital. It is probably best to consider a reference check like an interview. As always, standardizing the questions asked will increase the reliability of the measure. This can, in turn, raise the ceiling placed on the validity. Another comparable aspect to interviewing comes in notetaking. Document any attempts to reach those giving the reference, along with the information they provided. Not only does this help the organization justify any selection changes, it also proves to a court that a reference check was completed. While Taylor et al. (2004) found that structuring the reference check was effective when used by untrained recruiters, it would likely also be wise to train recruiters on the use and practices associated with reference checks. Trained recruiters who have experience in performing reference checks would also increase the reliability of the
One of the most criticized common selection procedures in the field of Human Resources is that of checking references. As told by Heneman, Judge, and Kammeyer-Mueller (2015), reference checks most commonly are used to inquire about information on criminal background, employment eligibility, and former jobs. However, there is much debate on how useful they really are. Wang and Kleiner (2004) concluded that hiring based on good references is one of the “Employer’s Seven Deadly Hiring Mistakes.” This is alarming. However, many others simply see it as a necessary evil to avoid negligent hires. This leaves many unanswered questions. How can we make this process worthwhile? Should it simply done to comply with laws? Is it possible …show more content…
While it may be a difficult and seemingly fruitless process most of the time, it can help save employers from losing money and going through the grief of a law suit.
Recommendations
As a general rule, it is a good idea to conduct reference checks. They are an added protection against negligent hiring, and can help ensure pursuance of a quality candidate. The manner in which a reference check is conducted is also vital. It is probably best to consider a reference check like an interview. As always, standardizing the questions asked will increase the reliability of the measure. This can, in turn, raise the ceiling placed on the validity. Another comparable aspect to interviewing comes in notetaking. Document any attempts to reach those giving the reference, along with the information they provided. Not only does this help the organization justify any selection changes, it also proves to a court that a reference check was completed. While Taylor et al. (2004) found that structuring the reference check was effective when used by untrained recruiters, it would likely also be wise to train recruiters on the use and practices associated with reference checks. Trained recruiters who have experience in performing reference checks would also increase the reliability of the