Pre-Employment Referencing Tutorial

Management Roles

The C.E.O., the board of directors, and other policy making executives are responsible for determining the hiring standards in a company. Some firms prosper with no standards at all. Others hire only average people. But what is truly significant is the fact that a company needs a policy, good, bad or indifferent.Corporate Recruitment - A Misplaced Sense Of Direction?

Think about standards as rudders. Without them the ship cannot be steered.

The Hiring Trinity

-- Interviewing --

-- Screening --

-- Referencing --

The principle of referencing is really part of what could be called the hiring trinity. Interviewing, screening and referencing. The referencing discipline is not a stand-alone function. It should be the hiring authority’s responsibility to undertake the first two components—and also to make the final hiring decision—and it is the duty of the referencing function to focus on the evaluation, examination and corroboration of information provided by the candidate.

In setting up your program, some of the highest obstacles you will incur are: relegate, delegate, and obfuscate. Not to make light of these terms, we have couched them in irony, because they are still the most common stumbling blocks in the corridors of power to your program’s success.

The reason relegate, delegate, obfuscate become obstacles is due to the fact that management believes, often mistakenly, that referencing is not executive work. This trio of dissembling responsibility occurs daily and by making it funny, we hope to get the point across without using a crowbar.


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