It is common for a prospective employer to ask in a reference check if a former employer can comment on a candidate’s attendance. Preparing direct questions to confirm a candidate’s experience, salary, benefits, cultural fit, work habits and character is
EXECUTIVE CONSULTANT, HENDER CONSULTING
I’ve seen many recruiters wrongly perceive reference checks as a tick and flick part of the process, asking superficial questions with often predictable responses, only for it to come back and bite them later. I once encountered a scenario where the candidate and referees discussed strategies of how they successfully balanced the role’s requirements with flexibility to manage a chronic health condition. It worked well for all parties.
DIRECTOR OF CONSULTING SERVICES, MORTON PHILIPS
Attendance questions in reference checks are irrelevant without context around the reasons for absenteeism. My question would be around the accumulation of sick leave and how “new” the recruit is. Presuming the employee hasn’t been there long enough to accumulate the amount of sick leave they’re taking, the employer, who has an obligation to ensure the sound health of staff, can raise questions then about unpaid leave.
HEAD OF ORGANISATIONAL PSYCHOLOGY CONSULTING, STILLWELL MANAGEMENT CONSULTANTS
Best practice involves asking referees questions about attendance, either with a direct question such as “Can you comment on their attendance/ reliability?”, or indirectly, such as “Have you had any concerns about their performance?” and “Would you hire the employee again; if not, why not?”. You could include pre-employment medical screening in the recruitment process. Cara Jenkin, Melanie Burgess. Sales: Claude Bin. Place an ad: Call 131 841, email firstname.lastname@example.org or visit newsjobs.com.au Classified display advertising, complete material before noon Thursday. Line advertising, by phone 5pm Thursday.