Do You Know Who You're REALLY Hiring?

From the job centre through to the career coach, unscrupulous consultants who barely know a candidate will write their CV, puff their responsibilities, inflate their achievements and coach them for psychometric tests in order to land them a role – and a hefty commission. 

Qualifications can be bought online, in what Forbes estimates is a $1bn industry in the US alone. Degree mills are difficult to discern from genuine institutions, offering prospective employers verification processes to make fake degrees appear legitimately obtained. 

In order to sift through the good and bad candidates, gaining reference checks is more important than ever. Yet businesses, for fear of being sued for providing a bad reference, are more commonly offering the watered down version known as the ‘statement of employment’, which provides start date, salary and job description – but not much else. 

Pity the poor Talent Acquisition manager, who, without a reference check, is left to hire based on the information gathered through the interview process. And as we all know – you might interview well, but that doesn’t necessarily mean you will perform well once in the job. 

Without references, hiring managers can’t prove candidates are who they say they are, and they often don’t realise they have it wrong until it’s too late. Without references, and only their gut instinct to guide them, they are defenceless against a $1bn industry.  

Recruiters are at risk of losing credibility as well, when they have to put forward candidates without an iron-clad vetting process. References are their best tool for the truth, and if they can’t trust their candidates, their clients can’t trust them. Without the time, resources, patience and persuasion to convince a candidate's manager to speak honestly with a stranger, often at risk of going against their company policy to do so, recruiters will remain on the losing end of the data disadvantage. And they will be held responsible for the results.

Fortunately, the reference is being revived with a new identity and a major upgrade. A 'candidate 360' is a thorough reference check provided by an objective third-party. In this process, candidates are asked to provide up to ten reference contacts, which can be managers as well as colleagues and industry peers, meaning you get a much more well-rounded review of a candidate’s skill set. 

The references are completed anonymously online, protection for referees which means they provide a more honest portrait of a candidate’s real achievements and contributions.

Galaxy Refer is one such company that has pioneered the 360 degree reference in the UK. Working with recruiters and in-house teams, they gather an average five to seven references on any particular candidate. Within three days, they can provide a ten page report on a candidate, detailing their strengths, weaknesses, as well as multiple behavioural markers. 

Charles Lesser, Galaxy Refer’s Managing Director, explains that his business aims to bring meritocracy back into the hiring process. “A real meritocracy requires real data. Good candidates are eager for transparency, and will get high response rates from their referees. For referees, there’s real appetite to contribute their experiences with a candidate when they can remain anonymous. Beleaguered HR teams rely on our 360 degree referencing as a selection tool.”

It’s a process that weeds out the honest candidates from the not-so-honest. If you’ve padded out your CV, providing ten references will make you balk. But if you’re good at your job, you’ll have no trouble finding that many people to vouch for you. References make the recruitment process faster and fairer for all involved. 

How does your organisation vet your prospective candidates? 

Elliott Scott HR are pleased to offer an introductory saving of 80% off Galaxy’s services. To access this discount, use the code ElliottScottHR to apply. 

To find out more about Galaxy’s 360 referencing, visit

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