We all take /use references at every point of our recruitment cycle, not mandatory some times reference works most times reference may not be suitable on the requirements we handle..
But we always keep it aside , one option is try to connect them on LinkedIn and keep them share your opportunities to them or message them on LinkedIn when possible ..
i always use it for niche skills hiring /Leadership hiring.... Please dont expect immediate results but once you get profile you dont need to worry that he/she will join and not to worry about caliber of the profile as he /she will recommend the person he is trust worthy and on the disclaimer sense some people wont join due to valid or genuine reasons that you could always write too..
When doing Background checks, that is huge pool of data we miss , is better to take details of their reporting managers and maintain separate pool , it is not wrong but wise way of working through challenging positions it sure to help .That is huge source we tend to slip away from our hands .
Let me explain how easy Reference is ..
When you get requirements
-----> Search on Portals ---------> Talk to prospective Candidates -----> Then Submit profiles ----- >Client wants to schedule interview ---->Interview Done ----> Selected -----> Join / No Join happens
When it comes to Reference , call the new contact you made and ask him/her is any of his team looking out for opportunities, Sure reference happens and can check the background and interest that the prospect will join .... All these will happen in shorter span of time without any worries of No show or Offer Drop..
If you are recruiter who depend on Portal search and honestly if you are expecting immediate miracles or shortcut to your search it won't .It will sure to happen how get yourself closer to the reference you have , think him as ur best friend who can help you on crisis, he will do marketing for you and identify the potential for you..
Give a try and see for yourself , it still working for me ...
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