Once we’ve identified the human factor, how it intervenes and its potential impact, we can pre-empt and prevent it with longer-term strategies such as:

• Follow up all written references with a structured verbal exchange;
• Prior to verbal referee checks, have all recruiters agree to a standard set of questions that mirror the specific job criteria by which candidates were assessed;
• Provide a set of ethical and legal guidelines for those conducting verbal reference checks;
• Inform referees that the organisation adheres to EO principles and privacy law;
• Explain to referees that you are using a standard set of questions, based on job criteria, to conduct the reference check;
• Provide referees with a time-frame and keep the reference check focused;
• Ensure referees are informed at the outset that the data provided will be kept on file for a period of time (i.e. collected) which means it will be subject to privacy law with respect to both successful and unsuccessful candidates;
• If the referee is unable to comment sufficiently on the standard questions, request the candidate supply another referee;
• Ensure all line managers and supervisors involved with reference checks complete a standard form during the process, to enable fair and structured comparison of candidates, once all reference checks have been concluded;
• If significant new issues emerge during referee checks, ensure all candidates are treated and assessed in an equitable manner.

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