Digital Reference Checking

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If you need to hire someone and you want to make sure the references from past colleagues concur with your judgement, Checkster’s collective intelligence gathering will provide that extra degree of certainty in your decision. Checkster’s innovative web-based solutions each use collective intelligence combined with the ease and reach of social networks to deliver fast, accurate social ratings for better talent decisions.


Collective Intelligence is at the source of many decision tools. The most well known success is Google, the search engine that decides what is relevant. More recently Yelp helps you make better decisions about a restaurant; TripAdvisor about a destination. Similarly, Checkster helps you make the best decision about talent.

Checkster’s process is fast and easy with powerful results for any organization that needs to make a talent decision: a hiring, promotion or separation choice. In order to optimize the decision accuracy, Checkster provides an online framework to structure and capture intelligence from a range of people while utilizing the principle of collective intelligence.


Methodology of a Digital Interview

The most important element in a reference check is to make sure the reference is a qualified individual. Too often we rush into our questionnaire and realize that we have wasted time speaking to someone who has not worked with the candidate in 10 years or more. At Checkster, we categorize a qualified individual according to four factors:

1. Freshness of the relationship: Ideally, you want references that are still working with the candidate, and certainly not references that are more than 18 months old. If the candidate has been employed for more than 18 months and is still employed there, ask for references that used to work with him/her. If those are not enough, ask them to perform a Checkster 360 Checkup at the same time of the Reference Checkup. They’ll have the option as part of your email invitation to perform a 360 Checkup, and won’t necessarily have to disclose information contained in the concurrent Reference Checkup to their colleagues.

2. Length of the relationship: What is the value of having a reference that has only worked two hours with the individual? Not much better than your exposure to the candidate during the interview. This qualification avoids wasting time questioning those who can provide little to no information about a candidate’s performance. Make sure people have worked at least 18 months together.

3. The closeness of the interaction: We often confuse working in the same company with working together. Sharing lunch together or large company meetings is not enough to know the intrinsic value of an individual. Make sure to question people who have worked on the same projects with your candidate.

4. Nature of the relationship: It is less valuable to receive feedback from friends and family than it is from peers, subordinates, or bosses. Each has its value, as peers offer more insight into one’s true performance, whereas bosses can explain how to manage the individual, and subordinates can uncover how good a leader the individual is.


Reference Checkup
For hiring & promotion decisions, collecting Intelligence of colleagues
360 Checkup
For developmental decisions, collecting Intelligence of colleagues