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REFERENCING FOR RESULTS
References are one of the most powerful yet underutilized tools in the employment process. Aside from a strong personal assessment of a candidate's presentation, nothing is as important to an employment decision. Yet, for some reason, references are often regarded as an adjunct to the hiring process -- an "end game" step treated by some as optional. In fact, because the predictive validity of references should significantly exceed most initial interview evaluations, references should be viewed as the most important phase of selection. Employment offers made in the absence of references are less than fully informed and based primarily on a positive emotional reaction to a candidate. Such emotional decisions, however, can result in eventual disappointment for all parties.
Unfortunately, many job offers are made -- committing large sums in salaries and benefits -- without conducting thorough references. Referencing is sometimes bypassed due to time pressure or when an employing official feels their assessment interview ability is so keen that referencing is unnecessary. Alternatively, there may be a concern that the references will not be candid and, in some cases, there might even be a fear that the reference process would tarnish an apparently perfect candidate and prolong the recruiting process. Whatever the excuse, bypassing the reference step can be very costly and probably accounts for a significant percent of the turnover experienced by business and industry. Enhanced selection decisions should result from the careful application of sound reference strategies and tactics.
The Power of Referencing
The importance and power of the reference is based on the fact that predicting an individual's future behavior is best accomplished by understanding their past behavior -- in this case,
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