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Innovative Reference Check Methods

This document discusses reference check methods for managers, technical assistants, and account managers. It describes the purpose of reference checks as verifying applicant information, assessing qualifications, uncovering work history patterns, and identifying training needs. It recommends asking preliminary, verification, competency, and developmental questions. Unconventional methods suggested include searching social media contacts of manager applicants and contacting clubs/organizations of account managers. However, the document cautions that privacy laws in India now require written consent for processing personal information, making undisclosed reference checks illegal.

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Parantap Shukla
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4 views2 pages

Innovative Reference Check Methods

This document discusses reference check methods for managers, technical assistants, and account managers. It describes the purpose of reference checks as verifying applicant information, assessing qualifications, uncovering work history patterns, and identifying training needs. It recommends asking preliminary, verification, competency, and developmental questions. Unconventional methods suggested include searching social media contacts of manager applicants and contacting clubs/organizations of account managers. However, the document cautions that privacy laws in India now require written consent for processing personal information, making undisclosed reference checks illegal.

Uploaded by

Parantap Shukla
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd

Task Given: Methods of Reference Check for Manager, Technical Assistant & AM

What is the purpose of the reference check?


The information that is gathered from reference checks can serve four main purposes:
Verifying the accuracy of the information that is provided by job applicants
Assessing some of the qualifications/information given in the resume
Uncovering patterns of desirable or counterproductive behaviour in an applicants
work history; and
Identifying the developmental needs of applicants in order to determine appropriate
training or developmental opportunities for a newly-hired employee
What types of questions to ask?
Preliminary questions
Questions for verification
Competency-based questions
Questions about developmental needs

As to find unconventional methods of reference check, I felt these other methods appropriate.

Methods Suggested:
1.) Manager: Social Media Contacts
2.) AM: Contacts from Clubs, Memberships

1.) Manager:
Here what we can do is, we can collect the ID of employees social media accounts
like Facebook or LinkedIn. We can search through the list of the friends and
randomly (by looking at the different perspective like most commented, liked,
endorsed) select a contact to contact.

2.) AM:
AM and above are always can be seen at the different clubs or are always members of
different social as well as professional organizations. We may contact them for their
reference check.

Caution: In June, 2011, India passed a new privacy package that included various new
rules that apply to companies and consumers. A key aspect of the new rules requires
that any organization that processes personal information must obtain written consent
from the data subjects before undertaking certain activities.

I have tried almost all the different methods for a reference check which can be used
without the knowledge of the employee but now it is illegal to do such practice in
India and it was banned years ago in almost all the countries. So, it is anyhow
advisable not to take any legal risk in reference check methods by adopting any other
method.

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