| Many sales managers and business development | | | | name) to help (him or her) succeed as a (position)." |
| officers find that checking an applicant's references is | | | | 2. Next, ask the person given as a reference for the |
| a futile activity. They say to themselves, "why should | | | | names of two or three other supervisors or co- |
| I waste my time calling the references given to me | | | | workers in the company who could help you |
| by a candidate for a sales position, when it is obvious | | | | determine the best training possible to help your |
| that the applicants only list people on their resume | | | | candidate succeed. Asking a reference for additional |
| that will give them a positive recommendation". So, | | | | references, can help you to talk with people who |
| they talk themselves out of employing one of the | | | | have not been prescreened by your candidate. |
| most effective screening tools available to them. | | | | When you call the reference's reference, use the |
| Those supervisors who do take the time to call | | | | same screening technique outlined in paragraph one |
| references, often run into a brick wall in today's | | | | above. These references are usually more objective |
| litigious society. Many businesses executives won't | | | | in their comments, as they give you advice about |
| allow employees to give out employment information | | | | your candidate's training needs. |
| beyond the bare facts of dates employed. This | | | | Checking references is not easy. The process is time |
| problem also cuts down on the number of managers | | | | consuming and at times difficult. However, this |
| using references to effectively screen candidates. | | | | method is a far superior to hiring someone based on |
| Calling an applicant's references can be your most | | | | your interview alone--then hoping the candidate |
| valuable tool in the hiring process, if you simply | | | | works out. This is the approach used by most sales |
| applying two proven screening techniques: | | | | managers today. The expense of having to start the |
| 1. Don't say you are checking references. Instead, | | | | hiring process all over again in a month or two, due |
| say something like, "I'm calling about (candidates | | | | to issues that would have come to light using the |
| name). Our firm gives extensive training to new | | | | reference screening process outlined above, makes |
| employees. Your opinion, would be appreciated, on | | | | calling references well worth your time. |
| the type of training we should give (candidates first | | | | |