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  #11  
Old 12-07-2018, 03:38 PM
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that's interesting. I thought it was becoming more common for companies to not allow references and only allow verification of employment dates.
I saw that too and thought it would be the most difficult piece. What it likely requires is using former colleagues/managers who no longer work for the company who can vouch for you. More of an issue early in your career and for people who don't network and keep in touch with former colleagues (although LinkedIn should make that at least a bit easier).
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Old 12-07-2018, 03:44 PM
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It sounds to me like you have to coordinate meetings between your references and HR at the hiring company. Doesn't make a lot of sense to me why the interviewee should be doing that. It's just adding an unnecessary third person to the mix.
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Old 12-07-2018, 03:51 PM
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It sounds to me like you have to coordinate meetings between your references and HR at the hiring company. Doesn't make a lot of sense to me why the interviewee should be doing that. It's just adding an unnecessary third person to the mix.
It means you need to find people who are willing to actually give you a good reference, rather than just confirm your dates of employment (what many companies seem to be doing).
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Old 12-07-2018, 03:52 PM
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It means you need to find people who are willing to actually give you a good reference, rather than just confirm your dates of employment (what many companies seem to be doing).
That part doesn't bother me much, at least not for an experienced candidate.
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Old 12-07-2018, 03:58 PM
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that's interesting. I thought it was becoming more common for companies to not allow references and only allow verification of employment dates.
The application was pretty long and fairly invasive. It did ask for performance review scores which I doubt could be verified.
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  #16  
Old 12-07-2018, 04:14 PM
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The application was pretty long and fairly invasive. It did ask for performance review scores which I doubt could be verified.
This seems arbitrary. My previous company seemed to inflate x/5.0 scores which eventually got normalized anyway.
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Old 12-07-2018, 04:37 PM
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Old 12-07-2018, 04:37 PM
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people who are willing to put up with it, such as myself, rather than top talent.
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I'm very doubtful of this claim. Guessing that companies that volunteered for the study were ones that did basically no sort of formal hiring process, so the implementation of anything improved results...or through the "topgrading process" they simply redefined the definition of mis-hiring so that before and after numbers are completely meaningless.

ETA: No interest in finding and reading the study to find out what they actually did.
Well, the analysis is based on the results of six companies that volunteered to be part of a study on top-grading, so seems likely to be a large and robust, unbiased sample IMO
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