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Why jobreferences are
When they should be priceless.
WORTHLESS
An intemperate rant for
anyone who hires.
This is about
the most tedious
and lowest-value
process in the entire
HR discipline.
It’s also about the
single most important,
highest-value process
for any company that
cares about hiring the
best people for every
job opening.
Weirdly, the low-
value tedious thing
and the high-value
critical thing are
the same thing:
CHECKING
REFERENCES
FOR YOUR JOB
CANDIDATES.
We know:
‘Yawn’, right?
How can reference
checking be so
important and so
worthless at
the same time?
Because 99%
of companies
get it completely,
inescapably,
horribly wrong.
Here’s
how…
Here’s
how…
SkillSurvey Rant: Job References from Worthless to Priceless
Most companies
think of reference
checking like this:
They’re something
you do at the end
of the hiring process.
When you’ve pretty
much made up
your mind.
They just make sure
there aren’t any
hidden landmines.
Like a candidate
who lies about their
previous jobs.
And they only give
you a bare minimum
of information.
Like how long
a person worked at
a company, their job
title and their salary.
And they only give
you a bare minimum
of information.
Like how long
a person worked at
a company, their job
title and their salary.
No wonder most
companies don’t rate
reference checking
very highly.
We’d feel the same way
if we did them like that.
SkillSurvey Rant: Job References from Worthless to Priceless
A growing number of
remarkable companies
have discovered a
completely new approach
to reference checking.
They’ve seen that reference
checking is the most
powerful assessment tool
in their hiring arsenal.
And they’re using this new
approach to dramatically
change the effectiveness
of their hiring (without
changing the way they
work all that much).
These smart companies
also happen to be some
of the best-run companies
in the world.
Invariably, they’re known
for their people.
So what did they
discover about
reference checking
that so many other
companies overlook
It’s something that
industrial and organizational
psychologists have known
for a long time…
The single best predictor
of future job performance
is past job performance.
SkillSurvey Rant: Job References from Worthless to Priceless
The single best predictor
of future job performance
is past job performance.
If you start from this
fairly self-evident premise,
everything
changes.
Think about the hottest area
in the HR world right now:
Talent Analytics is all
about using data to assess
candidates objectively
and scientifically.
It’s all about
more accurately
predicting job
success.
We’re huge fans
(some would say pioneers)
of Talent Analytics.
But any assessment
model based on data
is only as good as the
data that goes into it.
LIMITED
And today, the data
feeding Talent Analytics
initiatives is…
SkillSurvey Rant: Job References from Worthless to Priceless
Personality testing
has been with us
for over sixty years now.
But, across industry, turnover
rates and hiring failures have
barely changed in all that time.
Something is wrong here.
What’s wrong is that personality
tests aren’t the only way to
measure the things we really
ought to be assessing: the skills
and behaviors that drive success
in each specific job.
Maybe it’s because
personality tests are all
essentially self-evaluations
of the future potential
to perform.
Okay, back to past
job performance
as an indicator
of future job
performance.
What if we could use
a candidate’s past
managers, colleagues and
direct reports as rich data
sources for assessment
instead of simply ‘check-
box’ administrators?
No one knows better
how a person performs
in a particular job than
the people who have
worked alongside that
person in that job.
So the experiences of
former colleagues aren’t
just a great data source for
any assessment process…
THEY’RE THE BEST
SOURCE OF ALL.
So this has
nothing to do
with“reference
checking”.
This allows
And it’s as similar
to old-school reference
checking as a fighter jet is
to a paper airplane.
THE
IDEAISSIM
PLE
Design a job-specific survey
that captures the proven
success drivers of each job
you’re hiring for.
That might mean dozens
or even hundreds of surveys
for your company.
1 2 3
Have the job candidate invite his
or her references to an online portal
to complete the confidential survey.
It’s quick, it’s easy and it’s accurate.
2 3
Obtain access to the data
through a highly visual report.
It takes a day or two to generate
a full report – far less time
than even traditional, empty
reference checks.
3
This is
changing
the way
we hire.
It’s data rich.
It’s job-specific.
And, most importantly,
it’s predictive of success
on the job.
It happens
early in the
process, as an
assessment tool.
The data shows it over
and over again. It’s proven,
it’s validated and...
...it just
makes
sense.
The single best predictor
of future job performance
is past job performance.
If you can harness
the data source
that only references
can deliver:
You’ll hire better.
People will stay longer.
They’ll be happier.
And your business will improve.
So the next time someone
refers to reference checking,
go ahead and yawn.
But if they refer to
Predictive Reference
Feedback, get out
of your chair, throw rose
petals at their feet and give
your best impression of
a standing ovation at
Madison Square Garden.
TH
EYDESERV
E
IT.
THANKYOU
FORLISTENING.
This Rant was brought to you by SkillSurvey.
Rethink Reference Checking
No more phone tag. With SkillSurvey Reference™ and our Pre-Hire 360®
workflow, reach more references and get meaningful, predictive insights
on a candidate’s past performance.
Watch a 2 Minute Demo >>
Sign up for a Free 30-day trial and see how fast you can improve your hiring.
— 85% response rate from references - Typically 4 references in less than 2 days.
— 35% lowered first year turnover
— Confidential process
— EEOC compliance
Start My Free Trial >>
EBK-010 - Why Job References are Worthless		 EBK-010-04-18-17
© SkillSurvey, Inc. - SkillSurvey® and Pre-Hire 360® are registered trademarks,
SkillSurvey Source™ and SkillSurvey Reference™ are trademarks of SkillSurvey, Inc.
SkillSurvey Reference™ is a patented solution. For more information see www.skillsurvey.com/patents.

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SkillSurvey Rant: Job References from Worthless to Priceless

  • 1. Why jobreferences are When they should be priceless. WORTHLESS
  • 2. An intemperate rant for anyone who hires.
  • 3. This is about the most tedious and lowest-value process in the entire HR discipline.
  • 4. It’s also about the single most important, highest-value process for any company that cares about hiring the best people for every job opening.
  • 5. Weirdly, the low- value tedious thing and the high-value critical thing are the same thing: CHECKING REFERENCES FOR YOUR JOB CANDIDATES.
  • 7. How can reference checking be so important and so worthless at the same time?
  • 8. Because 99% of companies get it completely, inescapably, horribly wrong. Here’s how… Here’s how…
  • 10. Most companies think of reference checking like this:
  • 11. They’re something you do at the end of the hiring process. When you’ve pretty much made up your mind.
  • 12. They just make sure there aren’t any hidden landmines. Like a candidate who lies about their previous jobs.
  • 13. And they only give you a bare minimum of information. Like how long a person worked at a company, their job title and their salary. And they only give you a bare minimum of information. Like how long a person worked at a company, their job title and their salary.
  • 14. No wonder most companies don’t rate reference checking very highly. We’d feel the same way if we did them like that.
  • 16. A growing number of remarkable companies have discovered a completely new approach to reference checking.
  • 17. They’ve seen that reference checking is the most powerful assessment tool in their hiring arsenal.
  • 18. And they’re using this new approach to dramatically change the effectiveness of their hiring (without changing the way they work all that much).
  • 19. These smart companies also happen to be some of the best-run companies in the world. Invariably, they’re known for their people.
  • 20. So what did they discover about reference checking that so many other companies overlook
  • 21. It’s something that industrial and organizational psychologists have known for a long time…
  • 22. The single best predictor of future job performance is past job performance.
  • 24. The single best predictor of future job performance is past job performance.
  • 25. If you start from this fairly self-evident premise, everything changes.
  • 26. Think about the hottest area in the HR world right now:
  • 27. Talent Analytics is all about using data to assess candidates objectively and scientifically.
  • 28. It’s all about more accurately predicting job success.
  • 29. We’re huge fans (some would say pioneers) of Talent Analytics.
  • 30. But any assessment model based on data is only as good as the data that goes into it.
  • 31. LIMITED And today, the data feeding Talent Analytics initiatives is…
  • 33. Personality testing has been with us for over sixty years now.
  • 34. But, across industry, turnover rates and hiring failures have barely changed in all that time. Something is wrong here.
  • 35. What’s wrong is that personality tests aren’t the only way to measure the things we really ought to be assessing: the skills and behaviors that drive success in each specific job.
  • 36. Maybe it’s because personality tests are all essentially self-evaluations of the future potential to perform.
  • 37. Okay, back to past job performance as an indicator of future job performance.
  • 38. What if we could use a candidate’s past managers, colleagues and direct reports as rich data sources for assessment instead of simply ‘check- box’ administrators?
  • 39. No one knows better how a person performs in a particular job than the people who have worked alongside that person in that job.
  • 40. So the experiences of former colleagues aren’t just a great data source for any assessment process…
  • 42. So this has nothing to do with“reference checking”.
  • 44. And it’s as similar to old-school reference checking as a fighter jet is to a paper airplane.
  • 46. Design a job-specific survey that captures the proven success drivers of each job you’re hiring for. That might mean dozens or even hundreds of surveys for your company. 1 2 3
  • 47. Have the job candidate invite his or her references to an online portal to complete the confidential survey. It’s quick, it’s easy and it’s accurate. 2 3
  • 48. Obtain access to the data through a highly visual report. It takes a day or two to generate a full report – far less time than even traditional, empty reference checks. 3
  • 50. It’s data rich. It’s job-specific. And, most importantly, it’s predictive of success on the job. It happens early in the process, as an assessment tool.
  • 51. The data shows it over and over again. It’s proven, it’s validated and...
  • 53. The single best predictor of future job performance is past job performance.
  • 54. If you can harness the data source that only references can deliver:
  • 55. You’ll hire better. People will stay longer. They’ll be happier. And your business will improve.
  • 56. So the next time someone refers to reference checking, go ahead and yawn.
  • 57. But if they refer to Predictive Reference Feedback, get out of your chair, throw rose petals at their feet and give your best impression of a standing ovation at Madison Square Garden.
  • 60. This Rant was brought to you by SkillSurvey. Rethink Reference Checking No more phone tag. With SkillSurvey Reference™ and our Pre-Hire 360® workflow, reach more references and get meaningful, predictive insights on a candidate’s past performance. Watch a 2 Minute Demo >> Sign up for a Free 30-day trial and see how fast you can improve your hiring. — 85% response rate from references - Typically 4 references in less than 2 days. — 35% lowered first year turnover — Confidential process — EEOC compliance Start My Free Trial >> EBK-010 - Why Job References are Worthless EBK-010-04-18-17 © SkillSurvey, Inc. - SkillSurvey® and Pre-Hire 360® are registered trademarks, SkillSurvey Source™ and SkillSurvey Reference™ are trademarks of SkillSurvey, Inc. SkillSurvey Reference™ is a patented solution. For more information see www.skillsurvey.com/patents.