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Do you enjoy a long game of phone tag or relish trying to track someone down after hours of time-consuming effort? If so, ignore this blog; but if you’re like the rest of, let’s say—the majority of people inhabiting this earth, then continue reading.
The hiring process can be lengthy in itself. There are numerous steps dealership hiring managers must take before they can actually hire a candidate. Nevertheless, there’s one step of the process that can take the longest and therefore cause headaches: performing reference checks.
Why is this and what can be done to expedite this part of the hiring process?
First of all, the traditional way of checking references is outdated, yet is still used by majority of companies worldwide. Hiring managers continue to get the bulk of work when it comes to contacting and verifying candidates’ references, and this shouldn’t be the case. Why should the manager have to track down numerous references when they do not know any of them?
(If I have to contact a stranger on LinkedIn, I usually see if someone in my network knows that person. That way I know I’m more likely to get a response from the stranger if my contact can give me a proper introduction via email. And if not, then I just look like a creep on LinkedIn; no big deal)
Secondly, in order to save time and avoid unwanted problems, hiring managers should be requiring their candidates to contact their references and be responsible for making sure they are completed. How can you make this happen? Follow the quick guideline below to renovate the way you conduct your reference checking:
The Go-to Reference Checklist
Why take the stairs when you can take the elevator? (I know, there are probably many health-related responses to this question, but I think you get the point here). Giving your dealership candidates more responsibility when performing reference checks is not only easier for you, but it also shows just how reliable your candidates can be.