SkillSurvey Rant: Job References from Worthless to Priceless
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Transcript of SkillSurvey Rant: Job References from Worthless to Priceless
![Page 1: SkillSurvey Rant: Job References from Worthless to Priceless](https://reader034.fdocuments.net/reader034/viewer/2022051609/547d479e5806b5f43f8b48a4/html5/thumbnails/1.jpg)
Why job references are
When they should be priceless.
WORTHLESS
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An intemperate rant for anyone who hires.
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This is about the most tedious and lowest-value process in the entire HR discipline.
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It’s also about the single most important, highest-value process for any company that cares about hiring the best people for every job opening.
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Weirdly, the low-value tedious thing and the high-value critical thing are the same thing:
CHECKING REFERENCES
FOR YOUR JOB CANDIDATES.
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We know: ‘Yawn’, right?
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How can reference checking be so important and so worthless at the same time?
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Because 99% of companies
get it completely, inescapably,
horribly wrong.
Here’s how…Here’s how…
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Most companies think of reference checking like this:
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They’re something you do at the end of the hiring process.When you’ve pretty much made up your mind.
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They just make sure there aren’t any hidden landmines.Like a candidate who lies about their previous jobs.
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And they only give you a bare minimum of information.Like how long a person worked at a company, their job title and their salary.
And they only give you a bare minimum of information.Like how long a person worked at a company, their job title and their salary.
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No wonder most companies don’t rate reference checking very highly.
We’d feel the same way if we did them like that.
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A growing number of remarkable companies
have discovered a completely new approach
to reference checking.
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They’ve seen that reference checking is the most powerful assessment tool in their hiring arsenal.
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And they’re using this new approach to dramatically change the effectiveness of their hiring (without changing the way they work all that much).
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These smart companies also happen to be some of the best-run companies in the world.
Invariably, they’re known for their people.
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So what did they discover about reference checking that so many other companies overlook
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It’s something that industrial and organizational psychologists have known for a long time…
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The single best predictor of future job performance is past job performance.
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The single best predictor of future job performance is past job performance.
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If you start from this fairly self-evident premise,
everything changes.
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Think about the hottest area in the HR world right now:
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Talent Analytics is all about using data to assess
candidates objectively and scientifically.
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It’s all about more accurately predicting job success.
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We’re huge fans (some would say pioneers) of Talent Analytics.
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But any assessment model based on data is only as good as the data that goes into it.
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LIMITED
And today, the data feeding Talent Analytics initiatives is…
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Personality testing has been with us
for over sixty years now.
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But, across industries, turnover rates and hiring failures have barely changed in all that time. Something is wrong here.
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What’s wrong is that personality tests aren’t the only way to measure the things we really ought to be assessing: the skills and behaviors that drive success in each specific job.
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Maybe it’s because personality tests are all essentially self-evaluations of the future potential to perform.
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Okay, back to past job performance as an indicator of future job performance.
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What if we could use a candidate’s past managers, colleagues and direct reports as rich data sources for assessment instead of simply ‘check-box’ administrators?
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No one knows better how a person performs in a particular job than the people who have worked alongside that person in that job.
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So the findings from former colleagues aren’t just a great data source for any assessment process…
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THEY’RE THE BEST SOURCE OF ALL.
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So this has nothing to do with “reference checking”.
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This is
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And it’s as similar to old-school reference
checking as a fighter jet is to a paper airplane.
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THE I
DEA IS SIMPLE
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Design a job-specific survey that captures the proven success drivers of each job you’re hiring for.
That might mean dozens or even hundreds of surveys for your company.
1 2 3
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Have the job candidate invite his or her references to an online portal to complete the confidential survey.
It’s quick, it’s easy and it’s accurate.
1 2 3
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Collect and analyze the data in a highly visual report.
It takes a day or two to generate a full report – far less time than even traditional, empty reference checks.
1 2 3
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This is changing the way we hire.
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It’s data rich.It’s job-specific.
And, most importantly, it’s predictive of success
on the job.
It happens early in the process, as an assessment tool.
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The data shows it over and over again. It’s proven, it’s validated and...
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...it just makes sense.
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The single best predictor of future job performance is past job performance.
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If you can harness the data source that only references can deliver:
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You’ll hire better.
People will stay longer.
They’ll be happier.
And your business will improve.
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So the next time someone refers to reference checking, go ahead and yawn.
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But if they refer to Predictive Performance Assessments, get out
of your chair, throw rose petals at their feet and give
your best impression of a standing ovation at
Madison Square Garden.
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THEY
DESERVE IT.
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THANK YOU FOR LISTENING.
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This rant was brought to you by SkillSurvey.
Our Pre-Hire 360® solution improves candidate assessment for some of the world’s best companies.
Our results are peer-reviewed, our methodology is proven and our library contains over 350 job-specific surveys.
We’d love to talk to you about this stuff.
Like this idea?Get the eBook: