Automated Reference Checks and Customised Questionnaires

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Automated Reference Checks Synchronise Hiring
with Company Culture
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• Automated reference checks synchronise work
  ethics and corporate values with the hiring
  process. The traditional reference check has its
  advantages and flaws.
• The automated ones are a step ahead or entirely
  different from them.
• The area of work is broader and focus on crucial
  aspects makes the underlying difference.

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• The traditional reference was about verifying the
  details. The automated check concludes the
  overall ability of the candidate to fit into a
  specific role.
• The assessment program throws light on skill set,
  behaviour and leadership qualities.
• The automated approach streamlined things and
  brought a sense of accuracy and assurance.

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1. Automated Reference Checks Identify the
Deserving Candidates

• When companies perform automated reference
  checks, they know they would have concrete
  results in their hands. The completion ratio has
  radicalised the whole process.
• The assessment questions are designed, keeping
  the profile and work responsibilities into
  account.
• There are different assessment themes for
  different profiles, and each one is unique.

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• The inherent ability of the candidates cannot
  stay hidden for a long time. The same conforms
  true in the case of lack of expertise and
  knowledge.
• Companies can gain an insightful assessment of
  one's qualities and how they could prove valuable
  to the company.
• The reference has a significant part to play.
  They have to provide information on questions
  related to work and the ability to handle tasks.

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• It minimises the scope for error in judgement at
  any point. Companies receive unbiased, accurate
  information which would not have been possible
  otherwise.
• The references have another part to play. They
  can go ahead and recommend someone else who would
  be an ideal fit for the role.
• The traditional reference checks stop people from
  making a constructive contribution in one way or
  another.

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2. Automated Reference Checks and Customised
Questionnaires

• Why automated reference checks nullify the
  chances of hiring the wrong candidate? Companies
  can ask specific questions to gauge leadership
  and team management skills.
• The reference is the right person to guide them
  and highlight the areas that require improvement
  and talk about strengths too.

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• The talent of the deserving candidates can go
  unnoticed in the absence of the right questions.
  The automated approach brings a whole lot of
  options in terms of asking questions.
• They could have a questionnaire targeting
  experience about projects related to what he or
  she is supposed to do at the new workplace. Isn't
  it a real achievement?
• The hiring managers would take pride knowing
  they've got someone who would take the company
  forward. The training team and colleagues would
  have an easy time in building creative synergy.
  The candidate, on the other hand, would
  experience no trouble during the transition.

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