We request from our client the candidates full CV as it was submitted to them.
Using the CV as a base we obtain confirmation of his/her employment with the organisation as well as their dates of service and reasons for leaving. The Human Resource or Payroll departments normally provide this information.
We then make direct contact with the candidates line manager and using the CV obtain confirmation of the last position they held as well as their role and responsibilities in that position. It is in this area that we have found many candidates misrepresenting themselves or exaggerating on certain information provided on the CV.
From this point we try and obtain a mini appraisal of the candidate, and examine specific dimensions in terms of their seniority, complexity of role as well as strategic or leadership responsibilities. Although we have pro-forma reference documentation to suit most positions, we do direct questioning to suit the level or role of the candidate. Should a client request it, we will gladly examine specific issues the client may need explored.
Should we start picking up an area of concern, we will examine that particular area in depth in order to obtain absolute clarity on the issue and make you, the client, aware of any discrepancies or concerns that may surface
We recommend that a minimum of two references be taken on a candidate.
Standard Reference – we will explore six to eight different competencies and behaviours.
Executive Reference – we will explore twelve to sixteen different competencies and behaviours.
Employment Verification
In this report will provide the client with the following information: dates of employment, position, reason for leaving, if they would consider re-employment and if there are any disciplinary offences on record.
Results of these verifications are generally available within seventy two hours depending on the availability of the referee.
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