Taking out the bias in recruitment

Non-biased referencing removes emotion to get to the facts — and a good hire
By Mandy DeCecco-Kolebaba
|Canadian HR Reporter|Last Updated: 01/23/2017

The number one way for a company to protect itself from a bad hire is to weed out those bad applicants with thorough screening — before they’re given an offer letter. Non-biased referencing (NBR) is the best way to find out prior work history, and the only way to ensure an applicant is as great in the real world as he looks on paper.

NBR ensures the same questions are asked in the same order for every applicant, and allows the hiring party to set questions of importance to that specific position.

Many times, companies either don’t do referencing or do it in order to check off that they did their due diligence. However, they may ask questions and phrase them in a way that will garner the answers they are hoping for. NBR takes out all personal feelings and judgments and allows the facts to stand on their own.