If you’re still in the recruitment process, or already in the hiring process and you need an employment reference for a candidate that has previously worked for any of the following companies, you’ll need to know the information we have gathered for your interest.
Employment references may give a prospective employer insight into how an employee performs, their relationships with co-workers, and why they would be a good fit. References, if provided by a prior supervisor, can be quite useful in assisting you in making a new recruitment selection. Knowing what the individual has contributed to past business teams will help you get a better idea of what they can bring to the table for you, and we can utilise this information to figure out what motivates your new hire the most.
Any modern recruiting process should include reference checks. When and how to conduct a reference check in the recruiting process is one of the most important tactics used by recruitment managers and recruiters. During the hiring process, a reference check is typically performed as an optional extra. This is an inefficient approach, especially considering the present surge in talent demand.
Reference checks should not be saved for the end of the process but should be completed immediately after the first or second round of face-to-face interviews. It's essential to discover the true performance and personality of employees before spending time interviewing them.
Some organisations still contact each reference manually, which is a time-consuming, obsolete, and costly technique of checking references. By automating the process, Complygate digital reference authentication system saves both costs and energy. The data is combined into simple briefs which include information like the chance of rehire and assessments of a candidate's strongest and weakest job-related attributes.