Reference Check Software Resources

There are a variety of employment tests used to evaluate an applicant’s skills, competencies and personality traits. Unfortunately most of them pose significant challenges. First, applicants take the test themselves, and with the advent of most tests now being done online, one must hope that the applicant is not getting any help from a friend or even the Internet, where the answers might be posted. Second, most tests allow the applicant to judge their own skills and behaviors. There are even more challenges including bias and adverse-impact, yet these first two challenges are unavoidable for you if you use a test in your hiring process. SkillSurvey Reference allows others to offer their points-of-view on a job applicant. Specifically, SkillSurvey Reference allows you to obtain and manage job-specific feedback from a candidate’s former managers, co-workers and direct reports. This insight can be obtained confidentially, typically in less than two days, and when the data has been utilized by a company, has been scientifically validated to be more predictive than traditional “self” assessments.

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A study published in the International Journal of Selection and Assessment examined the correlation between pre-hire reference ratings and performance on the new job. The question asked was this, could reference feedback and ratings from the Pre-Hire 360 process truly be used to predict future work performance? According to this peer-reviewed, published research, organizations that utilize pre-hire performance data in their hiring process achieve clear benefits: Anticipate future performance – The higher the references’ performance rating, the better the supervisor performance review once on the job. Reduced turnover – Our customers have experienced first-year turnover reductions of 35 percent. Improve satisfaction – By selecting employees with a track record of exceptional customer service as perceived by their references, overall customer satisfaction scores increased by an average of 16 percent year-over-year. To explore how these results can benefit your organization, check out our ROI calculator at http://www.skillsurvey.com/resource/reference-check-roi-calculator/

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There are three components that our system meets to prove scientific integrity: Reliability – Does the system provide consistent and reliable results for a given candidate when it’s completed by multiple references, and across different points in time? Validity – Are the surveys job-related, and when the data is leveraged by a company, is it predictive of subsequent work outcomes like lowering turnover, improving hiring manager satisfaction, and predicting performance ratings? Compliance (EEOC) – Is the system free of bias against all protected classes of candidates?

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