虽然许多招聘人员一直在进行绩效参考检查，但只有少数人能够充分利用结果来做出更好的招聘决策。事实上，有些人甚至会陷入与求职者及其以前的雇主和裁判发生潜在法律问题的陷阱。

在该行业工作多年后，在将绩效参考检查纳入您的就业筛选计划之前，以下列出了成功的关键：

• 确保求职者有明确、明确和书面的同意和授权，以进行背景调查。

• 确保性能参考检查中涵盖的问题是当地隐私法允许的。

• 应针对不同的角色和行业量身定制不同的问题。

• 确保当地隐私法允许就业的覆盖年限。

• 将绩效参考检查中的问题与客户的面试问题相结合。

• 制定数据访问、更正和删除的程序和协议。

• 仅将绩效参考检查结果作为招聘决策的重要因素之一。

• 与求职者密切合作以获得更好的信息，从而加快完成时间。

与往常一样，有效的就业筛选计划将为您的招聘决策做出重大的积极贡献。

After working in the industry for many years, below includes a list of keys to success prior to including performance reference check to your employment screening program:

• Ensure there is clear, explicit and written consent and authorization from the job candidate for the reference check.

• Make sure the questions covered in the performance reference check is permitted by the local privacy laws.

• Different questions should be tailored for different roles and industries.

• Ensure the years of coverage for the employment is allowed by the local privacy laws.

• Mirror the questions in the performance reference check with clients’ interview questions.

• Have a procedure and protocol in place for data access, correction and deletion.

• Only use the performance reference check result as one of the considerable factors for the hiring decisions.

• Work closely with job candidate for better information resulting in faster completion time.

As always, effective employment screening program would make significant positive contribution for your hiring decisions. Connect with the GOOHO consultants today to learn more about how performance reference check could assist you to achieve “Better Hiring – Better hiring process and decisions”.