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Reference Verification

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Reference Verification

One of the important parts of a resume is reference. Verification of the references given by the employees is important to determine the suitability of the candidate for the job offer.

References are necessary and are good sources of information regarding candidate's employment record, capabilities and work ethics.

Besides, professional references check can be useful in discovering the strengths, weaknesses and qualities of the applicant. Reference verification can grant valuable insights into the competence of the applicant, integrity, reliability and trustworthiness. Applicant’s skills, hidden talents, attitude, performance, character, behaviour can be established through reference checks.

Proquest recommends two reference checks to be carried out in order to determine the candidate’s suitability to the job being offered.

Supervisor Check

The Supervisor reference is one of the references a job applicant can give in his resume. It is using the past boss or immediate manager as reference in job application. Often, the boss or manager will have true knowledge of an applicant. He/she can speak about the strength and weaknesses of the applicants.

Proquest elicits the below information from the Supervisor concerned thereby facilitating the HR Dept to gauge the true candidature of the prospective employee:

• Candidate’s employment tenure
• Job responsibility
• Professional strengths and weaknesses
• People management skills
• Issues if any related to integrity , honesty and punctuality etc.

Peer Checks

Besides Supervisor Checks, Peer reference has its own advantages in understanding the Prospective candidate’s Job suitability to the job being offered. Peer check is conducted because the co-worker is closer to the applicant than the boss or supervisor. Hence, he may be able to speak about the strengths of the applicant and his reactions to different working conditions. The following information can be extracted from the peer check to facilitate the recruitment:

• How long the employee was associated with the organisation
• Education and employment credentials
• Candidate’s interpersonal skills
• Issues during his tenure with the organisation
• Reason for exit