Give yourself an early and clear advantage by submitting quality references along with your resume or application
References are normally provided upon request, not allowing you to give more qualified details about your credentials during the resume/application submission process
It is a real chore keeping track of people you requested a reference from and people you have given a reference for
Different people are often required to provide different reference types
You normally never know when a reference has been provided or when it has been reviewed
Create and categorize your references into groups that make sense to you
Send your references along with your application to speed up the approval process
Easily provide someone you know with a reference
Valued colleagues and associates are asked only once to provide a re-usable reference
Same simple usage for employment, rental, or character reference scenarios
Pro-actively create references and notify peers and associates
For Your References
Ask a collegue or associate to provide a reference only once
Asking for or giving a reference is time consuming
You likely need a person to provide you with a reference more than once
Providing a reference is often a repetitive process from reference checker to reference checker
References are still provided 'upon request' rather than in an upfront pro-active fashion
Quickly answer questions one time to be leveraged over and over
Easily provide more than one reference type for a user when multiple relationships exists
Ensure responses are kept private (default) from the user unless you designate as public
Reference providers can also request references
For Your Reference Checkers
In seconds, learn the important qualities of an applicant beyond their skills
References are only checked at the end of the evaluation process instead of at the beginning
Reference checking is still very time consuming
Most reference checking does not require 'in-depth analysis' about an applicants skill set
No means of quickly assessing references as part of a pre-screening process
No way to evaluate what others say about the person giving the reference
See references during the resume submission or review process when it matters most
In seconds see reference scores and analysis to assist in making a fast 'Yes' or 'No' decision
Those with a 3rd party reference system will still find value as a decision point in their process
Click on a Reference Provider who may be a User to learn more about them
Our Proprietary Reference Question Engine
Measure the other important qualities not found on a resume or application
Many organizations and businesses who engage in relationships with others, like a prospective employee or lessee, will often seek reference data to better understand the prospective candidate, and use reference information to make more informed business decisions. The type of data acquired by organizations is a function of the tool or measure they use to acquire the data. Some measures seek relational data, like:
Have you worked with person X, or have you ever rented or leased property to person X; when did you work with person X; and what is your relation to person X.
Others measures ask more specific job related information, like years of experience in a particular position and level of responsibility.
Yet other measures will acquire data about the attributes of person X. refer.Me acquires two basic kinds of data: relational data, that is, data that contextualizes the relationship between the referent and the referrer; and attribute data about the referrer.
The relational data provided by refer.Me enriches the understanding of the relationship between the referrer and the referent by describing the context in which referrer and referents know one another, for example:
What is your relationship to the referrer?
Have you ever leased or rented property to the referrer?
Have you ever evaluated the performance of the referrer?
refer.Me then allows a reference checker to see how multiple referents describe the referrer with respect to a number of attributes that may be considered Generically Desirable Traits (GDT). All referent input is done anonymously: the referrer never sees the information provided by the referent unless they choose to.
What are Generically Desirable Traits (GDT)?
Generically desirable traits (GDT) are defined as traits that one would find attractive in other people, regardless of position in life, occupation, or job title. Likability, for example, may be considered a GDT. People like being around those who are likable. Moreover, likability has been positively associated with job performance across a wide range of jobs, from computer scientist, to doctors, to auditors, to teachers. Some consider likability the new success factor. Another GDT is dependability. This trait is similar to conscientiousness which is associated with a variety positive life outcomes, like job success, health, and, personal relationships. Two other GDTs are respect/honesty. It is fair to say that people like to be associated with those who are respected by their colleagues and considered honest. Influence and sociability may also be considered GDTs. These two traits do not have the broad appeal like the other four, but, nonetheless, some may consider it valuable to know about these traits, particularly for employment purposes.
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