Specialized in recruitment, the HR consulting office The Recruiter has just integrated the professional reference services of Doctor Chexs into its portfolio. Not yet entirely entered into customs, CV verification sometimes makes it possible to sort through a mass of applications.
Founded in 2007, the activities of Doctor Chexs are now an integral part of The Recruiter’s team. The four internal recruiters will each devote 20% of their time to it. Several types of professional reference verifications will continue to be offered: analysis of personal data, past experiences or educational background, diplomas and certifications, or interviews to determine a candidate’s attitude or behavior based on interviews with resource persons.
Emerging, the verification of information provided by candidates is far from being a reflex. It must still often be presented and explained to companies. The latter rather start from the principle that the data recorded in a CV are correct and the candidates are in good faith. « It is a request that must be stimulated, » explains Nicolas Hurlin, founding partner at The Recruiter and also at the initiative of Doctor Chexs. « The use of this type of service has not yet entered into customs. However, once we explain its interest to them, companies are often very receptive. » More widespread in Anglo-Saxon countries, reference verification in Luxembourg has so far only been used by large structures, and particularly in the financial sector.
Relationship of trust. Falsification of the diploma, false functions to hide periods of inactivity, fixed-term contracts mentioned in place of an inconclusive trial period or dates that do not correspond — all kinds of cases exist. For ethical reasons, each verification procedure starts with the candidate’s agreement. The latter must sign a letter attesting to their being informed. They also often offer contact persons to attest to their skills. « We are never in judgment. Our role is to bring up information, testimonies and factual data to the company. The idea is to be able to maintain the relationship of trust that has been established between the candidate and their future company. »
« In the case of a behavioral inquiry, we interview by telephone people who have rubbed shoulders with the candidate over a long period, several months or even several years. We question them about their character, their collaboration, etc. We always cross-reference views to have a complete view of the person. It is very important to interpret this feedback and put it back into context. During a classic recruitment process, we often only have a few hours with the applicant. This type of service makes it possible to complete a first impression, » concludes Nicolas Hurlin.
By Florence Thibaut.
