Pre-Employment Referencing Tutorial

Productivity

Believe it or not, improving the standards of hiring has a remarkable affect on a company's productivity.

Over the past decade much as been written and done about quality control, quality assurance, corporate culture, but very seldom has much been done about "pre-employment referencing". Remember, "Quality Circles", In-Search Of Excellence, Total Quality Management? All meritorious programs - which were laden with large doses of common sense. Hundreds of millions of dollars were spent by corporate America revising their operating procedures, all hopefully for the better.

Think a minute about what would have happened if those dollars were spent on sound "pre-employment referencing principles."

Do you believe companies use common sense in referencing?
I don't. Here is a little proof.

What is your company's referencing policy on past employees?
Would you dare say?, "All I can tell you is their dates of employment and job title."

If all you can disclose is this, hear no evil, see no evil, speak no evil nonsense, how on earth could you expect your hiring authorities to take a pre-employment referencing policy seriously?

This is the unvarnished truth. Hopefully, you are able to do things differently or you would not be reading this tutorial. Telling the truth about your past employees performance is not illegal, dangerous, or wrong as many legal advisors have been telling us for years. It has now reached a point where not revealing a person's unacceptable behavior could well cause a company to lose a failure to disclose negligence lawsuit.


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