Havre Job Service Employers' Committee                                        Employer Resource Guide                            

References - Making the Final Decision

Checking references typically is the final step in a selection procedure, although they may be checked at any time during the selection process. As a means of evaluating prospective employees, the reference check is used almost as frequently as the interview. Like all other selection devices, reference checks are considered tests. Confirming information, which you already have gathered with an applicant’s former employers, is the best use of references. Some employers no longer provide references, other than basic information about an applicant, which makes this step in the selection process more difficult.

IS THE INFORMATION OBTAINED FROM REFERENCES A GOOD PREDICTOR OF FUTURE PERFORMANCE!

Given the truism that past behavior is the best predictor of future performance, the popularity of reference checking would appear well founded. Ideally, a former employer should be one of the best sources of information about how well an applicant can be expected to perform on subsequent jobs.

RELIABILITY/VALIDITY - Research, which has been done on reference checking, suggests there are major problems with reliability and validity. To be reliable, they must be consistent for all candidates. Reliability (consistency) is good among independent raters when asked to interpret the same reference. Reliability among employers asked to rate a former employee is not nearly so high. To be valid, reference checks must be job related. A number of studies have found the validity (ability to predict actual job success) of references is limited. A widespread tendency to be lenient in evaluating a former employee is a major factor in the reference check’s lack of reliability.

INFLUENCE OF VARIABLES -In a discharge situation, the employer sometimes finds it to his/her advantage when the employee finds another job quickly. Taken to extremes, an employer may even offer a good recommendation in exchange for an employee’s resignation.

DIFFICULT TO OBTAIN - Withholding reference information has become a common practice among employers because of fear of incurring liability. Employers feel they risk violating EEO laws, the laws on defamation of character, and employee’s right to privacy when giving references. A balance must be obtained between providing information helpful to a prospective employer and risking liability for disclosure of certain information.

LACK OF EXPERIENCE - Applicants with no previous work experience present another problem for reference seekers. College professors or other teachers usually have information about a small, specific sample of the applicant’s ability to perform the specific duties of the job.

With all the drawbacks described here, why should you bother to check references? You need to understand what a reference check will tell you. Its usefulness in predicting future success on your job is limited. But references provide confirmation of information, which you already have obtained. For this reason, it is still worthwhile to check references.

MAKING THE FINAL DECISION

You are ready to make the final decision. At this point, you should review the entire selection process on each of your finalists. Compiling all the ratings, including any weighted scores, on all the applicants on a single page makes the final evaluation simpler. This will provide a clear picture of your best applicant.

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Last modified: January 30, 2008                                                                             Web Hosting Donated by Montana In Touch www.mtintouch.net