Der 360-Talents Blog

Reference information is a common tool for companies in the recruitment process. The aim of the information is to find out more about the qualifications and working methods of potential employees. However, this approach is not without its problems. In this article, we look at the two key aspects surrounding reference checks: Data protection and bias.

Data protection and consent

Strict data protection regulations are in force in many parts of the world that govern the handling of personal information. This also applies to reference information. Employers must ensure that they have a candidate's consent to obtain reference information. In addition, it is not permitted for the person providing the reference to pass on personal information to third parties, such as future employers, without the express permission of the person concerned. Legislators want to protect the privacy of candidates and ensure that sensitive information is not disclosed without their consent. Companies should therefore always be aware that they must comply with the applicable data protection regulations in order to avoid legal problems.

Bias and bias

Another important aspect to consider when providing references is the potential bias of the person providing the reference. References are often obtained from people who are sympathetic to the applicant, such as former superiors or colleagues. This can lead to a distortion of information, as the reference providers tend to make positive statements about the applicant. However, bias can also take the form of prejudice and unconscious bias based on personal relationships or other factors. This calls into question the objectivity of the reference information.

Time required vs. benefit

The time required to obtain and evaluate the information should not go unmentioned. Contacting the reference providers, arranging the appointment, preparation and the interview, documentation and follow-up activities such as consultations require a lot of working time from recruitment managers. Whether this expenditure of time is justified must be doubted due to the aforementioned bias of the reference provider.

Conclusion

Reference information is a widely used tool in the recruitment process, but it is not without its problems. Companies must ensure that they obtain the consent of applicants and at the same time take into account the bias of the references. The time required is high and the maximum benefit can be found in supplementing the assessment of the reference with results from other recruitment and personnel selection tools.