Reference. Every. Time How to Get a Candidate€¦ · As Founder/CEO of Hire Talent, I interview...

How to Get a Candidate Reference. Every. Time

Fletcher WimbushCEO The Hire Talent

As Founder/CEO of Hire Talent, I interview over 1,500 applicants annually, assess thousands more, and place

upwards of 35 top performers annually. Often speaking with business groups and leaders, I present on the best recruiting

practices using our self-established resources such as the Power Interview Guide, Reference-Checking eBook, and numerous hiring articles on HR-related recruiting topics.

Hi! Thanks for joining me!

Question:

Do you research user reviews on items before purchasing?

The Hire Talent | www.preemploymentassessments.com | info@thehiretalent | (833) 332-8378

http://www.preemploymentassessments.com

Ever written a review of a product on Amazon?

More importantly, would you buy this vacuum with these ratings?

What about Yelp? Have you EVER used Yelp for checking out new restaurants, the quality of a business’ services, or

when looking for activities?



● We want to know what we’re “getting into” before buying and trying ● Our money and time is precious, so we want to make sure (as much as we

can) that we’re getting our worth. ● With all of the information out there, we are fortunate to be able to do this more

readily and easily.

You’re lying if you said no!

WE ALL HAVE!

We check references, seek out referrals and reviews from our friends, family, and even perfect

strangers when searching for restaurants, activities, and good book recommendations!



Referrals are the source for finding talented employees.



Aaaand what is a referral from one of your best employees?

A REFERENCE!



You’re Being Spied On...

So...Why are we so afraid to thoroughly check

references from candidates who might become our potential

employees?



Let’s see, we’re investing 1. Money and time into the process...2. Money and time into assessing and hiring our candidates...3. Money into funding their salaries, benefits, and ultimately in our

company’s future...

Reason #1: “It’s Against Company Policy”

Why do we have this policy? It’s like one of those things that exists even though we wish it didn’t, but we still comply with it “because that’s the way it’s always been done.”



Why that’s a bad excuse...



More about this...



Reason #2: Fear of Litigation

“...But I don’t want to get sued for saying

something wrong or negative about my

employee.”




According to the EEOC, employment law states that, “it is illegal for an employer to give a negative or false employment reference...because of a person’s race, color, religion, sex...national origin, age (40 or older), disability or genetic information.”

This doesn’t even in any way indicate that we’re not allowed to give a more in-depth reference, beyond dates of employment and rehire status. Why then are we so afraid to do so, especially in a world of reviews, referrals, and opinions?

According to an article regarding privileges for job references, Judge Trial Referee Justice David Borden states:

“We believe that the integrity of employment references not only is essential to prospective employers, but also to prospective employees,

who stand to benefit from the credibility of positive recommendations…It also would encourage a “culture of silence” not

to afford a qualifiedprivilege to employment references that are made in good faith and

without improper motive.”



Do all restaurants who receive bad reviews sue their

customers?

Reason #3

Fear of confronting the situation because it’s uncomfortable


TopgradingBy: Bradford Smart

The “TORC” Technique

Threat of a Reference Check

In the interview, TELL the candidate you will be checking referencesAND THEN, have the candidate arrange the reference check with their supervisor for you

No more awkwardness!

PastDirect

Supervisors

Who do we want to speak with?

Not a colleague, not a co-worker, not their work BFF...PAST DIRECT SUPERVISOR



Have the candidate do the heavy lifting...

What do we ask them?

Questions1. What would you

rate this candidate on a scale of 1-10?

1. What could this candidate do to improve that rating?

2. Would you rehire this person?

3. Is there anything else we should know about this person?

So check your candidate’s references!

Q and A

Want to learn more?We’d love to chat!



Date post:	06-Aug-2020
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Reference. Every. Time How to Get a Candidate€¦ · As Founder/CEO of Hire Talent, I interview...

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