Most jobs require applicants to provide references or referees in the form of former employers who can be called to ask about how the applicant performed in previous roles. Whilst referee checks are very common, there is evidence to show that they do not predict job performance very well and can in fact be highly misleading.
The Limitations of Reference Checks in Predicting Job Performance
‘The’ landmark study by Hunter and Hunter (1984), further investigated by Hunter and Schmidt (2004), it was determined that the validity coefficient, which refers to the correlation or relationship between outcomes of the reference check and job performance was low (0.26). This is shown in Table 1. To further explain this, a coefficient of 1 would mean that there was a perfect correlation between the referee outcome and job performance, whereas a coefficient of 0 would mean there was no relationship. Table 1 also shows that the highest correlation with job performance is ability measures, otherwise known as Psychometric Aptitude Tests. We will return to that subject later in the article.
Even more worrying is the growing trend of applicants using fake referees to secure jobs they are not qualified for. Some candidates also do this to hide an unsatisfactory employment record. An article titled “Fake Referees – Are You Sure of Your Applicant’s Employment Background” on the HC Online website reveals how widespread this issue has become. It explains that online agencies now provide false references and fake employment verification for a fee. Some of these agencies even partner with websites that supply fake qualifications. This trend poses a serious risk for employers.
These agencies may also partner with websites that provide fake employment qualifications such as degrees. This is a very worrying trend and will no doubt leave prospective employers wondering how they can be sure that they are not being cheated or mislead in their search for the right employees.
A Proven Solution:
Referring back to Table 1, the most valid and reliable indicators of job performance we currently have are Psychometric Aptitude Tests, otherwise known as Ability Tests. These are tests that examine aspects of intellectual or cognitive functioning. They are such valid and reliable indicators of job performance because they are novel and standardised, so all applicants are on the same playing field.
Performance cannot be faked, and most test types leave little opportunity for practice. These tests also include normative data, allowing employers to compare individual scores accurately. There are many kinds of Psychometric Aptitude Tests, and the best choice depends on the job’s nature and requirements. RightPeople offers a wide range of tests suited to both skilled and semi-skilled roles. Each test is backed by extensive research.
Don’t risk letting your organisation be fooled by fake assurances. Let us provide you with the most valid tools for predicting job performance we have.
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References
Hunter, J.E., & Hunter, R.F. (1984). Validity and utility of alternate predictors of job performance. Psychological Bulletin, 96, 72-98.
Schmidt, F., & Hunter, J. (2004). General mental ability in the world of work: Occupational attainment and job performance. Journal of Personality and Social Psychology, 86(1), 162–173.
