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Five references you can use to get useful information about the candidate

by , 17 October 2014
You know you must conduct reference checks when recruiting to determine if the person is suitable for the job.

But, do you know the references you should use?

The reality is, if you don't use the right references, you won't get useful information. As a result, you could end up achieving the opposite: Hiring the wrong person.

Don't let this happen.

Keep reading to discover five references you can use to get useful information about the candidate so you can hire a suitable candidate every time.

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If you want to get useful information about the candidate, use these five references 

The Practical Guide to Human Resources Management says you can use these five sources to get references:

  1. Previous (or current) supervisors;
  1. If you're hiring for a management position, ask for the details of employees he's managed;
  1. If the position is senior-level, ask for a board member or other high-level referee;
  1. If your company is highly team-oriented, ask for the name of a former colleague; and
  1. Social networking sites on the Internet. The sites you can use include:
  • MySpace;
  • Facebook;
  • LinkedIn; and
  • Twitter.

If you decide to use social networking sites for one candidate, you need to practice fairness and check for all candidates.
It's also a good idea to make it clear in your permissions clause that you get candidates to sign that you'll check social networks when doing reference checks.
Using these five references will help you get useful information about the candidate. As a result, you'll hire the right person for the job.
PS: For practical advice, tools, checklists and samples that cover every single step of recruitment, check out Recruitment: The Complete Guide.

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