The surveys are job-specific covering competencies and critical soft skills. 85% of references typically respond and complete the online survey, and most do in under 2 days.
And that leads to one of the most critical parts in the report. We call it “Predictive Analytics” because our research indicates that this data is predictive of whether a candidate will have a successful first year on the job.
Overall Rating Across All References
85% Reference Response Rate (4 of 5 References responded)
We present a summary of the references’ ratings for each of the job specific behavioral competency areas:
Problem Solving and Adaptability
Personal Value Commitment
No one can see an individual reference’s ratings, and we group the ratings by relationships.
But the report doesn’t simply tap the quantitative ratings data. Candid comments in response to open-ended questions on strengths and areas of improvement can be invaluable, too.
What could be more straightforward – and revealing – than the response to: “Would you work with this person again?"
83.3% responded “Yes”
5/6 or 83.3% of references responded “yes” when asked if he or she would work with this person again.
16.7% responded “No”
1/6 or 16.7% of references responded “no” when asked if he or she would work with this person again.
A candidate’s success in a position is based on many factors. We break them down to four key Competency Clusters and give you feedback for each:
2. Interpersonal Skills
3. Personal Value Commitment
4. Problem Solving and Adaptability
A) Gather information from relevant sources to effectively resolve problems
B) Make high quality decisions based upon facts and business priorities
C) Tailor recommendations of company products and services
For management or leadership roles, there are two additional competency areas:
2. Managing Others
A) Build a strong and diverse team by continually attracting and selecting competent and talented people
B) Provide important and challenging projects to enhance team member’s development
Different positions and industries require different sets of skills and competencies (we have hundreds of job-specific surveys):
This one’s for a sales manager:
Consistently meet or exceed sales goals
And this is for a registered nurse:
Stay up-to-date with trends and apply this to the job
Our software pinpoints attempts to ‘game’ the system. We flag duplicate or matching IP addresses, it’s a fraud protection process we suggest our recruiting and hiring managers pay attention to.
Reference Phone #: W: 555-555-555
Reference Email: email@GHICompany.com
Reference IP Address: XX.XX.XX.XX
We also draw attention to any inconsistencies in information provided by the candidate and references such as dates of employment, job titles, contact numbers and so on.
References can opt in if they are open to being contacted about new job opportunities with the company who has requested the reference.
References form a strong pool of passive candidates for your organization’s talent pipeline and their profile and contact data is right at your fingertips.