• 23 Oct 2023, Monday
  • 100

One of the most important stages of the human resources recruitment function is reference checking. Because the Trust factor is an important consideration in personnel selection. The company must be able to trust an employee it plans to hire. Ensuring this trust depends on confirming the information declared by the candidate in his CV. In addition, the candidate's past experiences are indicators of his future performance. If he has performed his duties as required and even with high performance in his past work experiences and his personal competencies are good, he will exhibit a similar attitude in his future business life. Job application processes must be carried out in accordance with the principles of protecting personal privacy. These issues are clearly stated within the framework of the KVKK. According to current laws, the employer has the right to request a reference letter from the personnel during the job application process. This letter may also be requested verbally or in writing during the interview process. Searching for references depends on the candidate's request and approval. If the candidate is working, his current workplace should not be searched without his consent. The name to be searched is determined by the candidate. In other words; All searches during the job interview process and after the reference check must be made with the approval of the candidate. During recruitment, special questions should be prepared for each position, in line with expectations. In this way, the interview can be held by asking about the essentials of that position. Of course, it should also be noted that the meeting will remain confidential. It is very important to listen well to the reference interviewee, to ask questions to elaborate when a clue is caught about the candidate, and to try to understand the answer. A lot of information about the candidate can be obtained during the interviews.

Positive references are an indication that you have found the right candidate. While the candidate can check the accuracy of the information he/she provides, the information he or she does not provide can also be learned through active listening and asking the right questions. When a negative reference is made, this situation should be questioned and concrete facts should be requested. Negative information received must be questioned in other reference interviews. Reference Checking will help institutions employ people who match both their cultural and characteristic structure and expectations, and will guide them in managing a more reliable and standardized process by minimizing the risks based on the candidate's declaration.