CHECK CATEGORY "REFERENCES" IN THE PROFILE HOW TO APPLY FOR A PRO?
"References" is considered an important item in each CV or resume of a candidate. But many employers often ignore this section without knowing that it can help them determine if a candidate is "lying" about their work experience or not. So check this item so professionally, readers refer to how to check the missing participant section below!
Table of contents
How to check the "reference" in the resume correctly.
check the "reference" item.
If you do not know what the reference is and how to fill out the CV, you can see it here
1.Please ask the candidate before the test công ty thiết kế kiến trúc tại đà nẵng
First, you need to let the candidate know that you will check for the missing participant in their resume. This allows candidates to have time to contact their references and agree on the method of contacting you. You should not actively contact a candidate's reference without their permission as this will greatly affect them and their current workplace. However, if the candidate is still working at a company, you should check the reference section at the end of the recruitment process.
2 should check out 2 references
In candidate's resume, try to check from 2 people in the references. Checking references from 2 different companies that the candidate mentioned will help you to evaluate more objectively about the candidate.
Check the person referenced in the resume
How to check the "reference" on the resume
If candidates take out their relatives or friends as "references", the reliability will definitely not be as high as a reference unfamiliar to them. However, if the candidate has just graduated and the reference is a teacher, lecturer, principal, ... then you can be more confident.
3. Prepare questionnaires for the participants
You need to plan ahead and think about what you should ask your references. First you need to confirm:
Your candidate worked there.
Working time at old company.
The specific work they did.
Mental, attitude at work.
Achievements at work.
How to treat colleagues.
After you have formed the questions, you should print them on paper to compare the results of candidates later.
4. Evaluation of candidates
In the process of communicating with a candidate's reference, you need to be very careful because this is the time when you can accurately assess whether candidates are "honest" about their work experience or not. Often references will be less likely to give negative reviews about a candidate because they worry that their ratings will affect the candidate's new job search. However, there is still a way for you to know what it is.
When examining the reference, you can tell whether this person is really honest or not through a number of signs:
The greedy person didn't respond enthusiastically.
Not really interested in candidates.
Refuse to meet you in person.
Respond smoothly like "memorizing lesson"
If the reference refuses to meet you in person, the candidate should not be evaluated quickly. There may be a number of inconvenient reasons.
Evaluate the correct candidate using the reference section
Check and evaluate recruiting candidates correctly through testing the reference section
A little tip when contacting references. Call directly to their company's landline or their official email address. Avoid contacting personal phone numbers or emails as its credibility is not high and your candidate rating process will not be accurate.
With the sharing in the above article, SBS HOUSE hopes readers will know how to check the "Reference" in the candidate's resume accurately and fairly. Do not miss this item in the process of evaluating and recruiting your staff!
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