Part - I

Checking of references is an integral part of selection process. But if this task is handled insensitively, it breaks the very fabric of relationship, at trust level, which is yet to be fully created between the two parties - the employer, and the employee.

It is absolutely necessary to know credibility of a person before we decide to hire him. At the same time, if this process of checking his past is not managed skillfully, it hurts the person. It is therefore important not to let system inject negativity into employer-employee relationship. Employee is filled with abject negative feelings in an instant when he learns that you are checking him behind his back. In such circumstances how will he ever be able to bless you with his true loyalty? That is why it is proposed that reference checks must be handled very very sensitively. Traditionally, it was done either by a phone call or through a letter sent to previous company. Today, the whole context has changed. There are many innovative ways to know best in a person.

That Inexperienced Girl

You get a call from out of the blue asking, "Sir, we are doing reference check about Aman Sharma who is about to join our company. What was his last salary?... What was his designation?... If given the choice would you like to re-employ him?... When did he leave?... Why did he leave?"... and so on...

This may not be a very good way of verifying anybody's antecedents. First, it should not be in the hands of a lower-level executive. Even if it is handled by a junior person, he/she must be properly trained first. Also, rather than training the person on communication for this purpose, additional training may be given to cross-check the documents submitted, read the finer details in a document. Things, which are clear cut true, need not be back-verified at all. Second, the questions should never be so direct that they hurt even the person who is answering them. Third, discussing on phone is the incorrect way; you never know if the person you are talking to is the real person you ought to talk to. Fourth, all the questions have already been answered to you by the candidate and if you have to find out the truth from someone you don't even know, then what is the credibility of your selection system.

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* Contributed by: -
Dhyan P. S. Chauhan is an alumnus of Delhi School Of Economics and working with TechBooks as Manager-HRD.