Ditching References: The Antiquated Hiring Ritual We Need to Retire ASAP
In the fast-paced world of hiring, traditional reference checks have become the dinosaurs of recruitment, lumbering along and contributing more hassle than help. Don’t get me wrong. I love dinosaurs, like Land Before Time or even the cute ones in Jurassic Park. But not in recruiting.
Now before you think "Well, what about...", there’s a difference between a reference check versus an employment verification, background check for criminal history, or drug screening (which each of these deserve a slightly scathing article of their own in 2024). A reference check is part of the hiring process where a candidate provides the potential employer with professional (and sometimes personal) references to gather more details about them: their work history, job responsibilities, and performance, like productivity, communication and listening skills, successes, failures, attendance, culture fit, strengths, and weaknesses. This might include coworkers, direct managers, or other employees who they worked closely with.
There’s no risk for bias in that at all, right???
A 2022 survey by SHRM found that a whopping 87% of companies are still doing reference checks. Are you for real?? They’re probably the same ones complaining how they have no idea why people aren't applying for their open jobs. Let's break down three reasons why it's time to say goodbye to this outdated practice and embrace a more efficient and effective approach.
The Checkbox Charade
It's like trying to rent a Blockbuster video in the era of streaming services. Seriously, who still uses VHS tapes? Reference checks have devolved into a mere checkbox in the hiring process, offering little real insight into a candidate's abilities. In a world flooded with applicants, spending hours on a process that provides minimal value is like using a flip phone in the age of smartphones - outdated and unnecessary.
Late Stage Regrets
The early bird gets the worm, and in hiring, the birds not doing reference checks on their worms before they eat them get the best worms. Delaying reference checks until the final stages of hiring can be a costly mistake. If red flags pop up late in the game, it's back to square one, wasting precious time and potentially losing top-tier candidates to competitors. In the race for talent, delaying the offer to do a reference check feels like taking a nap right before the finish line and then being surprise when someone else wins.
The Price of Pointless
Reference checks come with a hefty price tag - about three hours per candidate, 4-10 business days to complete, and an average cost of $144, all for information that proves adequate less than 25% of the time. It's like paying premium prices for a subpar product. Let's be real - there are better ways to spend time and money in the hiring process.
Bold Move: Instead of throwing time, energy, and money at references, invest in methods that yield better results. Stop clinging to the outdated tradition of reference checks and consider a fresh approach by enhancing the candidate experience. Focus on thorough interviews, in-depth assessments, and practical evaluations of a candidate's skills. Save time, reduce stress, and eliminate the risk of biased information.
Ready to revolutionize your hiring process? Let's chat! Book a call with me to explore how we can ditch the old and usher in a new era of efficient and effective recruitment. Your dream team is waiting.