Why is this required?

  • Polling references is the most important filtering tool in the sorting process, and occasionally, it carries decisive force in making decisions as to the leading candidate.
  • Polling references, properly done, can shed light and assist in situations in which there is indecision among several candidates for a job.
  • In its ability to teach us much about our candidate – abilities, advantages, and challenges.
  • By means of the information received from recommenders, we can formulate a realistic vision regarding the candidate and regarding appropriateness for the job sought, and thus increase the chances of successfully incorporating the successful candidate along with optimal integration into the job and the organization.

Why are recommendation letters and telephone surveys not effective?

Research has shown that references received in the form of a letter, or over the phone, aren’t thought of as valid tools. Today, there’s less and less use of reference letters. However, many organizations do contact references via the telephone. However…
- Most of these aren’t actually structured interviews
- It’s difficult to verify the information
- This strategy makes it difficult to rank and compare candidates
- It’s difficult to compare references
- It’s a waste of precious time and resources
- It’s almost impossible to obtain valid information.
Even experienced interviewers report on the difficulty of obtaining balanced information that has true value, and thus, the problems of getting a true picture of the candidate’s abilities, advantages, and disadvantages. Information quality received is poor, and very often, totally meaningless.
Typically, you’ll find: References who feel a need to “not damage the candidate” and thus express a flat and one-dimensional opinion. Others, whether with excessive honesty or with good intentions, feel a need to report on all the candidate’s problems, exaggeratedly overshadowing the candidate’s advantages, thus harming their chances.

Principles and Methodologies of the Review System

The Review recommendations system was built through deep consideration, with a meaningful emphasis on creating a fair process and personal, honest and sensitive reference – both towards the candidate and towards the referrer.
Standardization – use of a structured questionnaire, valid and reliable, with “open” and “closed” questions, and a mark given through solid measures and a technique of “forced choice” which requires the referrer to address a variety of abilities.
Storing and using written and comparative information – processing feedback from a number of referrers at once, along with comparison among candidates, to create a supportive decision-making tool.