The latest news and advice from our recruitment experts.
When background checks go wrong it can cost companies huge amount of time, money and potential brand damage dealing with employees hired into unsuitable roles. At the worst end of the scale, the media can have a field day with unqualified professionals in delicate positions of authority – just look at the recent fraud allegations and fallout from a man who'd been working as a consultant psychiatrist at the Waikato District Health Board – but even in the most basic of recruitment processes you need to ensure that what’s written on a CV tallies with who you put on your payroll.
QJumpers Recruitment Services lead consultant Annette Weatherall says up to 30% of recruitment decisions can change based on conversations with candidates’ refererees but she still sees too many companies taking a cavalier attitude towards safeguarding their recruitment process.
“For my liking, I still see far too many people relying on the fact that someone knows so-and-so and therefore they must be a really good bloke so let’s just bring them into the company,” Annette warns.
“Either that, or people just say they don’t have the time to thoroughly check out references. But really when you look at the cost of getting a reference checked through QJumpers versus the cost of bringing on the wrong person and having all those implications, then the cost really is nothing compared to the potential problems.
“You should never hire anybody without doing reference checks on them – even the best prospective candidate who interviewed really well – because until you’ve checked references and confirmed several things including work ethic and how they fit into a company structure it can all go terribly pear-shaped.”
Annette has been at QJumpers for more than eight years and says by far the biggest benefits a client will get from hiring a recruitment specialist is time-savings, attention to detail and an unbiased appraisal of a candidate.
“We see a lot of small to medium businesses who don’t have the time and passion to dedicate themselves entirely to recruitment – and that’s completely understandable because they might be business owners whose main responsibility is to bring customers through the door,” she says.
“And so if they carry out the recruitment side of things as well, it tends to get done reasonably quickly so they don’t go through all CVs or maybe don’t give them their full attention.
“Instead, you can have someone who’s fully passionate about recruitment and HR, has time to put into looking at all CVs, and has seen such a volume of CVs that we pick up on some things which you might otherwise miss. We do tend to get a real feel for those people who have put real time and effort into the CV as opposed to someone who is just firing off a CV without putting thought and effort in.
“And that’s the beauty of using an external person as well – because I have no attachment to the person or feel bad if they don’t get job, I’m that little bit more removed from the situation. Sometimes if someone from the client’s company has been involved in interviewing a candidate twice and really liked them they might tend to skip over or not be as frank about something they hear that’s negative in a reference check.
“By using someone external, you do get someone who is totally unbiased. I’m always going to tell a client exactly what I hear instead of thinking I feel a little bit bad about that.”
So that’s the importance and efficiency of employing QJumpers’ recruitment services over and above the company’s recruitment software – but how does the reference checking process work?
There are basically three routes:
So with this wealth of experience in hunting through CVs for ideal candidates across a range of skillsets and companies, what are Annette’s key button-pushers for the recruitment process?
For more information onhow QJumpers can provide recruitment services such as reference checks for your company, contact us on 0800 758673, email@example.com via the website.
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