Structured reference checks - Canada.ca

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1. Can former supervisors/co-workers provide useful information about this qualification? “Are there qualifications that are not assessed entirely by other means?” If qualifications have been assessed by other means, do they require verification?

   In Qualification frameworks

2. 4. Assessing the Applicant “Once the competency ratings have been given, the reference check evidence should be integrated across multiple referees and assessment methods to identify any common themes and discrepancies.” Assigning competency ratings

   In SDR interview scorecards

3. Review the documentation regarding the person who was eliminated from consideration. “Stay focused on what is relevant to the discussion: the requirements of the position, the merit criteria, how you assessed the qualifications and why the person was eliminated.” Stick to the facts and ensure that you can support your statements.

   In SDR interview scorecards

4. The Guide is based on a review of academic and professional literature, best practices research from the private and public sectors as well as consultations with experts in designing and conducting reference check interviews. This review was conducted with respect to the Public Service Employment Act (PSEA) core values of merit and non-partisanship as well as the guiding values of fairness, transparency, access and representativeness. “Included in the Guide are six main sections covering the nature of the structured reference check and guidelines for each step in the process, from preparation and planning through to evaluation and applicant feedback.” It should be noted that the Structured Reference Checking Form is presented as a template that is not mandatory and should be customized to meet the needs of the hiring organization. For instance, managers and HR practitioners whose sole interest is in verifying the information that has been obtained from other sources (e.g., an interview) can choose to use only Parts 1 and 2 of the template: Preliminary and Verification questions. Similarly, those who would like to employ a competency-based approach can include Part 3: Competency Assessment. Parts 4 and 5, which deal with an applicant's overall suitability for the target position and summary comments from the reference checker, can be used in conjunction with any of the other parts.

   In SDR reference checks

5. Included in the Guide are six main sections covering the nature of the structured reference check and guidelines for each step in the process, from preparation and planning through to evaluation and applicant feedback. At the end of Section 6, practitioners are asked to offer feedback on the content of the Guide. In addition, several tools for the practitioner are provided in the appendices, including a Reference Checking Form, summary tips for the reference checker and sample instructions for applicants and the referee (the person who acts as an applicant's reference). “It should be noted that the Structured Reference Checking Form is presented as a template that is not mandatory and should be customized to meet the needs of the hiring organization.” We encourage hiring organizations to fully utilize this Guide as they continue to build a public service that is merit-based, non-partisan and strives for excellence.

   In SDR reference checks

6. Included in the Guide are six main sections covering the nature of the structured reference check and guidelines for each step in the process, from preparation and planning through to evaluation and applicant feedback. At the end of Section 6, practitioners are asked to offer feedback on the content of the Guide. In addition, several tools for the practitioner are provided in the appendices, including a Reference Checking Form, summary tips for the reference checker and sample instructions for applicants and the referee (the person who acts as an applicant's reference). “managers and HR practitioners whose sole interest is in verifying the information that has been obtained from other sources (e.g., an interview) can choose to use only Parts 1 and 2 of the template: Preliminary and Verification questions.” We encourage hiring organizations to fully utilize this Guide as they continue to build a public service that is merit-based, non-partisan and strives for excellence.

   In SDR reference checks

7. Included in the Guide are six main sections covering the nature of the structured reference check and guidelines for each step in the process, from preparation and planning through to evaluation and applicant feedback. At the end of Section 6, practitioners are asked to offer feedback on the content of the Guide. In addition, several tools for the practitioner are provided in the appendices, including a Reference Checking Form, summary tips for the reference checker and sample instructions for applicants and the referee (the person who acts as an applicant's reference). “Similarly, those who would like to employ a competency-based approach can include Part 3: Competency Assessment.” We encourage hiring organizations to fully utilize this Guide as they continue to build a public service that is merit-based, non-partisan and strives for excellence.

   In SDR reference checks

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