abhishreshthaa
Abhijeet S
Once the interview and medical examination of the candidate is over, the personnel department will engage in checking references. Candidates are required to give the names of 2 or 3 references in their application forms.
These references may be from the individuals who are familiar with the candidate’s academic achievements or from the applicant’s previous employer, who is well versed with the applicant’s job performance and sometimes from the co-workers. In case the reference check is from the previous employer, information in the following areas may be obtained.
They are job title, job description, period of employment, pay and allowances, gross emoluments, benefits provided, rate of absence, willingness of previous employer to employ the candidate again, etc. Further, information regarding candidate’s regularity at work, character, progress, etc. can be obtained. Often a telephone call is much quicker.
The method of mail query provides detailed information about the candidate’s performance, character and behavior. However, a personal visit is superior to the mail or telephone methods and is used where it is highly essential to get a detailed, first hand information which can also be secured by observation.
Reference checks are taken as a matter of routine and treated casually or omitted entirely in many organizations. But a good reference check, when used sincerely, will fetch useful and reliable information to the organization.
These references may be from the individuals who are familiar with the candidate’s academic achievements or from the applicant’s previous employer, who is well versed with the applicant’s job performance and sometimes from the co-workers. In case the reference check is from the previous employer, information in the following areas may be obtained.
They are job title, job description, period of employment, pay and allowances, gross emoluments, benefits provided, rate of absence, willingness of previous employer to employ the candidate again, etc. Further, information regarding candidate’s regularity at work, character, progress, etc. can be obtained. Often a telephone call is much quicker.
The method of mail query provides detailed information about the candidate’s performance, character and behavior. However, a personal visit is superior to the mail or telephone methods and is used where it is highly essential to get a detailed, first hand information which can also be secured by observation.
Reference checks are taken as a matter of routine and treated casually or omitted entirely in many organizations. But a good reference check, when used sincerely, will fetch useful and reliable information to the organization.