How to Improve Quality-of-Hire with Reference-Checking

Most organizations have either abandoned the practice of checking a candidate’s references or have turned the process into a check-the-box compliance step. Research from SHRM also shows that 96% of HR professionals conduct reference-checks, yet less than 25% of those checks are able to produce adequate information beyond employment verification.

This session will examine why reference-checking has not been effective traditionally, and then will shine fresh light onto its modern-day evolution as an opportunity to collect 360-degree feedback that predicts performance and retention.

Improve your entire hiring strategy by obtaining information about behaviors that scientifically predict a candidate’s success for the position before the hire. Infuse consistency, reliability and validity into each reference-check, and use reference feedback to plan or adjust on-boarding procedures and training. Gain an understanding of the newest scientific research from industrial-organizational psychologists supporting the reliability, compliance and validity of reference-checking, as presented at the 24th annual SIOP conference.

Learn how to improve quality-of-hire by:

•       Getting behavioral feedback from 5 or more references in less than 2 days for each candidate
•       Getting scores that identify developmental needs
•       Infusing consistency, reliability and validity into each reference-check
•       Avoiding the 5-10 % of candidates who may become bad-hires

Learn how new online reference-checking allows HR executives, recruiters and hiring managers to hire only the best, uncovering documented savings of thousands of dollars in salaries and hiring costs by avoiding candidates who are not a good fit. Users of the technology receive a report showing which candidates have desirable behaviors and skills for a particular opening. Obtain new strategies for best-practices that reposition the reference-check as a strategic element of the hiring process.

Feedback received from these reference assessments can also be used to plan or adjust on-boarding procedures and training. For example, a candidate with little CRM experience, but with high scores for customer service skills from the reference information, may be a potential fit for the organization in a customer service role if additional training on CRM systems is provided within the first 90 days of employment.

Participants will learn: how to improve quality-of-hire immediately; how to infuse consistency, reliability and validity into each reference-check; and how to get scores that identify developmental needs of candidates.

Who should attend? Recruiters at any size company, HR executives, talent-acquisition professionals, HRIS and shared services specialists.

Recruiters at any size company, HR executives, talent-acquisition professionals, HRIS and shared services specialists.

All Registered HR.com members are also eligible for:

1) Seeing Behind the Mask article, HR Magazine: http://go.skillsurvey.com/201102_HRMagazine. 2) Selecting High-Performers in High-Tech case study: http://go.skillsurvey.com/rt_high_tech. 3) When Ignorance is Not Bliss article, HR Pulse: http://go.skillsurvey.com/GwinnettCS.

		Jack Kramer SkillSurvey, Inc. View Profile

This webcast is available to all registered HR.com members for free. You are currently subscribed to HR.com as a Premier Member.

Click the button to access this webcast. Archives, MP3 and PowerPoint slides

Participants in the live webcast will need access to a computer connected to the Internet. HR.com highly recommends you test your computer in advance of the webcasts.

Once you register for the webcasts, full login instructions will be sent to you 24 and 2 hours prior to going live. You must run the system test to ensure you can access the session.