Objectivity in Reference Checks – A Twin Edged Sword

Background verification entails the credibility of an ex-employee, sufficed by a former employer. The report is drawn collectively on the data supporting capability and eligibility for the role with the new employer. Christopher Ketcham, in Truthdig, explained how objectivity is quintessential for an information provider. Else it runs a threat of ending up being viewed as an opinion rather than a fact. The authority is supposed to be the ‘all-seeing eye’. Consequently, there are two outcomes of this process. First one is to support the credibility of the employee, and the second is to establish an organization as a judicial

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References – A Reality Check

A phone call comes and you are asked about an ex-employee who worked in the company; what would you do? In most cases we would talk positively about that person and use flowery and decorative language so that the next employer gets impressed and/or in reality would be eager to just get rid of the person ASAP and so the best way would be to talk very nicely. On the other side, a similar phone call and the Manager responds negatively about the employee, he would say all that he could think of saying just to spoil his/her image and

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Background Verification – Why and Where

The human factor drives business. The credibility of this crucial factor comes from the delivery in producing what has been promised by the company. When a business is delivering to a client, certain standards need to be maintained. This emphasises the premium returns as agreed in the service level agreement. Here the SLA defines the kind of talent required to deliver the job. Defining capabilities is followed by the verification of standards of the talent joining the organization. Here begins the background verification process. This process is structurally designed to add credibility to the professionals. The checks begin when the

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