Talent referencing for a global producer and distributer of television content Our client is a global producer and distributer of television content. They carried out an external search for a new CEO, but the strongest candidate was on the existing leadership team, with a background in operations.
Talent referencing is an important stage in the hiring process. It helps confirm you are actually getting the person you think you’ve hired. Research Europe provides formal and informal talent referencing as a standalone service or part of a wider search project.
Why check talent references independently?
The cost of making the wrong hire is significant: in time, money and opportunity. Rigorous referencing is a defence against this.
If you or your team are under pressure, the time-consuming nature of reference checking can lead to aspects of your checks being missed. This could include significant questions not being asked or elusive referees not being followed up.
Moreover, in-house reference checks could be tainted with unconscious bias which an independent service is immune from.
Our approach to talent referencing
Our research consultants are expert in both formal and informal referencing.
Our formal referencing approach follows a structured process with named referees. We will produce a clear, concise and pertinent reference report which includes advice drawn upon our many years of experience.
Like many others, you may value informal referencing more highly than formal references. In this case, we will carry out discreet inquiries from industry peers and stakeholders of the employer. They will not have been nominated by the candidate.
Because informal referencing is carried out in confidence, the referee is often more forthcoming than during a formal approach. As with our formal referencing, we will present you with a detailed reference report, including our recommendations. Informal referencing is particularly valuable when making very senior or sensitive hires.