Column: Reference checks can uncover false claims

In a relatively easy process, candidates are able to fabricate companies they have worked for, positions they have held and contact details.

An integral part of recruiting the right people for your team is completing your candidate due diligence thoroughly.

Time and time again we come across employers who have skipped the details and found themselves in a difficult situation because they did not follow a robust process or did not ask the right questions at the beginning of the process.

It has been reported that, in Australia and America, there are dedicated companies set up to assist with providing false reference checks for candidates. In a relatively easy process, candidates are able to fabricate companies they have worked for, positions they have held and contact details.

They pay a fee for references to back up the claims they make in their curriculum vitaes.

Apparently this is not a new service and the demand is relatively high. Perhaps this is a reflection of high unemployment and a competitive candidate market.

While this is not something I have heard of in New Zealand, it is wise to follow a good process when conducting background checks to counter the possibility of fake information.

Recruiting the right candidates into your business can be difficult enough without having to consider your candidates' referees may be false.

It is essential that references are conducted with the right person in the organisation - preferably the candidate's supervisor or manager or even a client. Character referees are now a thing of the past and written references, although they are a good record to keep, hold little weight in recruitment.

Essentially you need to speak to the person who can attest to work performance within the organisation.

Ask open-ended questions rather than closed yes or no answers. Your questions should reflect the requirements specific to the role you are recruiting for. References should not be used as a tick-the-box process, but as a chance for you to understand, more in-depth, the work ethics of this potential employee, what drives them, how they added value to previous organisations and what strengths and weaknesses they possess.

Making sure that you ask the right questions when reference checking is essential. If you don't ask you won't be told!

However, it is important to remember that all information is not created equal. Validity of references is an important query. Reference checks are a subjective part of the recruitment process and they need to be weighted accordingly.

There are instances when consistency does not prevail and it is important not to accept all the information given as true and accurate.

Consider the context in which it was given and that personality conflicts and different work cultures often influence viewpoints.

In these instances, especially if a reference is inconsistent to other information gathered, it would be wise to gain another reference or more information prior to making a decision.

Remember, there is a margin of error, but consistency will prevail. Ideally, references checks, along with other information gathered from a combination of different methods, make for an overall assessment of the candidates suitability for the position.

- Kellie Hamlett is the director of Talent ID recruitment agency