Contact additional referees if you are in doubt about an applicant's qualifications. In order for the reference check to make a meaningful contribution to the assessment process, the reference checker must have a sound understanding of the position to be filled and of the qualifications that are required. With that caution, you may obtain from referees information to assess the candidate’s qualifications to perform the position you are filling. Evaluate the likelihood of such conflicts occuring again? The information that is gathered from reference checks can serve four main purposes: With limited time and resources to invest in an appointment process, hiring organizations will need to decide what qualifications will be assessed by the reference check. To ensure objectivity of information provided by clients, colleagues or subordinates, it is important to keep the conversation focused on the behavioural indicators associated with the competency being assessed. The qualifications and behavioural indicators assessed; The results of the applicant's assessment. If you are applying for a vulnerable sector check, you must also provide the name of your employer, the title of the position and the description of how the position deals with vulnerable persons. Indicate the reason for the criminal record check because the release of information may differ depending on the reason for the check. Who is Backcheck? We encourage hiring organizations to fully utilize this Guide as they continue to build a public service that is merit-based, non-partisan and strives for excellence. One approach that is sometimes used is to read to the referee a definition of the qualification and a few short descriptions that go with some of the points on the rating scale. The online version is the preferred choice. If you require criminal record checks for different reasons (e.g. It is recommended that applicants choose their own referees based on guidelines such as those described in Appendix 3. U.S. We would like your feedback on this Guide. The objective is to identify commonalities and discrepancies in the behavioural evidence provided. Personal information about others must not be disclosed. Referees should be reminded to provide concrete behavioural examples that demonstrate the applicant's performance on a given competency. Job applicants should play an active role in selecting and preparing referees for the interview. In Canada or abroad, advice, advisories, passports, visit Canada, events, attractions. These and other questions are addressed below. In addition, several tools for the practitioner are provided in the appendices, including a Reference Checking Form, summary tips for the reference checker and sample instructions for applicants and the referee (the person who acts as an applicant's reference). The kind of information you are going after are facts, descriptions, relevant incidents and behavioural examples rather than opinions. HVAC (Heating, Ventilation and Air-Conditioning), Machine Tools, Metalworking and Metallurgy, Aboriginal, First Nations & Native American. Procedural requirements for conducting reference checks. It is, therefore, good practice to select recent supervisors as referees wherever possible. Reference letters are helpful, but limited. Details can be gleaned in a phone conversation, which otherwise would not appear in print. A pattern consists of a basic question and some possible follow-up questions. It's your responsibility to put different sources of information in the proper perspective and to make a final determination for your own needs. This book offers information on all aspects of reference checking, including reference checklists, sample interview questions and a phone script to guide you through reference calls. The reference checking process relies on the behavioural consistency principle: that the most reliable predictor of future behaviour, such as job performance, is past behaviour. When it is the sole basis for the evaluation of a qualification, the information derived from a reference check should be evaluated according to a preestablished scheme, such as a rating scale. These concerns will be confirmed if your questions are responded to with limited information, thus confirming an agreement has been made in which the former employer has agreed not to comment outside the written reference. All candidates are notified immediately before conducting reference checks with their current employer/supervisor. How many of the behavioural indicators for the competency were evident? Clients and co-workers. Ensure the applicant does not include any relatives, current supervisor(s) or previous supervisor(s). This may be appropriate when information from a subsequent check with another referee reveals some inconsistencies, or important aspects that were missed. Ensure application of the policy in the staffing process. First, it will generate comparable information from each referee for an applicant. (2001) See Chapter 10 "Reference Checks", page 444-470. It is good practice to contact at least two to three people including, in order of importance, the most recent immediate supervisor, former employers who worked closely with the candidate, co-workers, subordinates and clients. However, in a competency-based reference check, ratings are typically assigned based on a thorough examination of the behavioural evidence provided by the referee. Although the referee has a greater understanding of the applicant's performance in a previous position, they may not have an adequate understanding of the target position or sufficient objectivity in evaluating the applicant's performance. Similarly, differences in the overall ratings between levels may also be of interest. Specifically, senior managers surveyed said they were most interested in getting a view of the applicant's strengths and weaknesses and a description of their past job responsibilities and work experience. Which qualifications should be assessed by the reference check? Similar-to-me. Conducting the reference check interview: Step-by-step instructions on conducting the reference check interview are provided. It is important to note the difference between a rating of "1" and "Unable to Observe", namely that a "1" is given when an applicant has had opportunities to demonstrate a given competency but did not do so in those circumstances, while "Unable to Observe" applies when the referee's contact with the applicant did not allow them to observe that aspect of the applicant's behaviour. Most importantly, the hiring organization should make it clear to applicants that referees must meet certain criteria in order for them to make a meaningful contribution to the appointment process. This review was conducted with respect to the Public Service Employment Act (PSEA) core values of merit and non-partisanship as well as the guiding values of fairness, transparency, access and representativeness. might be asked. 11) Reference checks are performed. Verifying the accuracy of the information that is provided by job applicants on other assessment methods such as application forms, interviews and résumés; Assessing some of the qualifications from the Statement of Merit Criteria in order to predict applicant success on the job; Uncovering patterns of desirable or counterproductive behaviour in an applicant's work history; and. TDD/TTY: 204-945-1437 The information could lose any protection, if communicated to third parties for purposes unrelated to a hiring decision. An essential first stage in the planning process is to clarify the purpose of the reference check. The breadth of this assessment will vary depending on the purpose of the reference check. Is it a former supervisor or a human resources manager? Based on a review of best practices, this Guide provides practical information about the key elements of the structured reference check that yield optimal results for the hiring organization.
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