As with employment interviews, adding structure to the reference checking process can greatly enhance its validity and usefulness as an employee selection procedure. Reference checking has been shown to be a useful predictor of job performance (as measured by supervisory ratings), training success, promotion potential, and employee turnover.
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Phone interviews also require less time and effort on the part of the contact person and allow for more candid responses about applicants. Compared to written requests, phone interviews allow the checker to collect reference data immediately and to probe for more detailed information when clarification is needed. Most reference checks are conducted by phone. Reference data used in this way is based on the behavioral consistency principle that past performance is a good predictor of future performance.Īs a practical matter, reference checking is usually conducted near the end of the selection process after the field of applicants has been narrowed to only a few competitors. Information provided by former peers, direct reports, and supervisors can also be used to forecast how applicants will perform in the job being filled. Verifying critical employment information can significantly cut down on selection errors. While résumés summarize what applicants claim to have accomplished, reference checking is meant to assess how well those claims are backed up by others. Job applicants may attempt to enhance their chances of obtaining a job offer by distorting their training and work history information. Uncover background information on applicants that may not have been identified by other selection procedures.Predict the success of job applicants by comparing their experience to the competencies required by the job.Verify the accuracy of information given by job applicants through other selection processes (e.g., résumés, occupational questionnaires, interviews).Reference checking is an objective evaluation of an applicant's past job performance based on information collected from key individuals (e.g., supervisors, peers, subordinates) who have known and worked with the applicant. Need help getting started? This summary sheet goes over three easy steps in conducting reference checking.This Reference Checking Guide includes answers to common questions and concerns, suggested steps to follow in conducting reference checks, and provides sample questions.Voluntary Separation Incentive Payments.Snow & Dismissal Procedures Toggle submenu.Presidential Rank Awards Toggle submenu.Senior Executive Service Toggle submenu.Recruitment, Relocation & Retention Incentives.Federal Labor-Management Information System.Labor-Management Relations Toggle submenu.Federal Workforce Priorities Report (FWPR).
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General Schedule Qualification Standards.General Schedule Qualification Policies.
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