Job applicants should play an active role in selecting and preparing referees for the interview. Second, it will help to ensure that all applicants are treated equally. The breadth of this assessment will vary depending on the purpose of the reference check. This consistency will achieve two goals. On the other hand, the reference checker has not been in a position to observe the applicant in their previous position and would, therefore, base their ratings solely on the examples provided. Assessment errors occur when an assessor's evaluation is influenced by something other than the behavioural evidence provided by the referee. The Complete Reference Checking Handbook: The Proven (and Legal) Way to Prevent Hiring Mistakes. Pay attention to the more subtle cues from the referee such as tone of voice, intonation and brevity. Maybe there was a better applicant and they got the job. Reference checkers should also limit their inquiries to job-related information. This is … October 5, 2016 by Social Talent | Recruitment Resources, Recruitment Tips and Advice, Recruitment Training and Development The 10 DO’s and DON’T’s of Reference Checking. HR doesn't have the time nor the will to inform every candidate that they did not get the job. If qualifications have been assessed by other means, do they require verification? If you have any questions about the Assessment Policy, please consult the Public Service Commission's (PSC) Website. Hmmm. It is important to begin the interview by establishing a comfortable rapport with the referee and by ensuring that they understand the purpose, content and duration of the reference check. If you require an alternative format, please contact 613-992-9741 or CFP.CPP-PPC.PSC@cfp-psc.gc.ca for assistance. Be fair to the person and consider the impact on others in the appointment process. Prohibited topics. Ask the referee if there are any additional comments related to the applicant's job performance that they would like to add. Harcourt College Publishers. I called my HR department at the 2 week mark and the 3 week mark (got the call with an offer at 3 weeks and 2 days after my interview). In particular, referees should: The most up-to-date, comprehensive information on the applicant's competencies will come from the referees with whom the applicant has worked the longest and the most recently. Something to consider. Yes, it is possible they don't plan on hiring you after checking your ref's. Similarly, those who would like to employ a competency-based approach can include Part 3: Competency Assessment. The purpose of this section is to provide guidance related to each stage of the reference checking interview process. No matter who is chosen as an assessor, the hiring manager should ensure that the assessor has a working knowledge of reference checking tools and best practices in order to judge the quality of the comments and examples obtained so that they can provide objective, evidence-based ratings for each competency assessed. How does a quick email hurt them :/. This decision should be based on who is most capable of assessing the applicant's performance according to the behavioural evidence provided and the job requirements. Always verify your understanding of the situation before responding. This section offers guidance on conducting a competency-based assessment. This may include human resource (HR) staff, managers, internal and external consultants, applicants and others who are interested in learning more about the structured reference checking process. However, reference checks can also be done in the earlier stages of an appointment process. Inform the referee that the reference check data are protected; however, the information obtained is not confidential, in that an applicant may see their reference check report if they request to do so. If you have any suggestions as to how the document can be improved to reflect the needs of hiring organizations in the federal public service, please send these comments to: You will not receive a reply. In most cases, they will have kept records of these performance evaluations. The reference checker's primary objective is to obtain facts, relevant incidents and behavioural examples from referees, rather than opinions or general statements about the applicant's ability in each competency area. Improvement areas '', page 444-470 following persons, in order to determine appropriate training or developmental for... N'T have the time nor the will to inform her the use of only the middle points on the of. 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