e-Referencing: easy?

        Yes.

Accurate?

        Don't count on it.

By Michael D. Zinn

Many companies are turning to business, professional, and social networking sites to learn as much about a prospective hire as they can.  These sites are now being used to glean historical data and insight into an individual's educational, employment and social backgrounds.

This is called "e-referencing", and, when used, it enables a hiring company to check a candidate's references much more quickly than was possible in the past.

However, simply relying on Internet-based business and social networking sites as part of a candidate's vetting process may well cause more harm than good.  The Internet, though fast and expedient can be rife with misinformation and innuendo.  And, when this is the case,  it's clear why using it for reference checking can cause problems.

Many job candidates are aware of this, and, as a result, those that are already employed may be reluctant to participate in the recruiting process.  In essence, the process of e-referencing can, and too often does, run contrary to the trust that a candidate places in a prospective employer.

A job reference is only as good as the person giving it.  It is imperative, therefore, that the person giving a reference first be vetted as to the validity of that reference.  Otherwise it is far too easy for character assassination to take place, or a hidden agenda to be promulgated.

Internet based business and social networking sites too often are not any more useful than asking a total stranger for an anonymous tip. In fact, that is often what they are. The opportunity for misinformation, or inaccurate information, can damage a career unjustly. It also is extremely damaging to the confidentiality of the recruiting process. Many good candidates for a position may, in fact, back off from the hiring process if they knew their candidacy was first vetted with the use of business or social networking sites before their permission was obtained.

"Hands-on" reference checking allows for more honest results. Yes, it is time consuming. But it helps protect both the candidate's privacy and reputation while enabling the hiring organization to get a good perspective on the working and personal skills of the individual in question.

Case in point: A recently well funded company was looking to hire a chief executive officer and the venture firm wanted to put its own candidate into the position. Despite the fact that this individual was well known and there was plenty of history about him on the Internet, numerous problems with his credentials and credit history were uncovered after a hands-on reference check. Perhaps most importantly, the specific lack of enthusiasm in the voices of past investors when interviewed over the telephone sent up major red flags. By vetting references the labor intensive, tried and true way, major problems for the client were avoided.

This process, which has been developed and fine-tuned over time, emphasizes that no reference checking will be done without a candidate's permission, and that it will be done at the proper time in the hiring process. Besides, when explained carefully to a job candidate, the reference checking process can, and often does, make a candidate feel more comfortable. And, it also helps the hiring company understand the strengths and weaknesses of a candidate so it can help him or her through the on-boarding process.

Michael D. Zinn is the president of Michael D. Zinn and Associates, Inc., an executive search organization. Visit www.zinnassociates.com for more information.