Customer Stories: Dialpad

Tasha Liniger

CHRO

1. When was Dialpad established? How many employees does the company have? How many new employees are you hiring this year?

We were established in 2011 and now have 348 team members including contractors. We will be hiring over 100 new people this year.

2. Historically, has Dialpad done reference checks? If so, why do you think they are important?

We have historically conducted reference checks. Generally we have performed reference checks to more see how to best manage the employee and to better understand what areas are they most competent and where do they need more coaching & growth. Many years ago it felt like a rubber stamp process and rarely resulted in the company not extending an offer. We also try to find backdoor reference checks for a more complete picture of the candidate.

3. When in the candidate application cycle did you typically do them? Did you do them on all levels of employee? How many reference checks typically per candidate did you do?

We ask for references for all levels of employees and typically do them after we have have extended an offer. We always let the candidate know that the offer is pending positive references and we usually try to do at least 2 references per candidate. 

4. What were the biggest challenges with the old way of doing reference checks?

I have found that there are five key challenges:

1. The old process was time consuming
2. Questions were not always consistent
3. Hard to get references who were willing to talk live as everyone is busy
4. Data from reference checks were often not captured or filed for future access
5. Managers don’t want to do them so they are left to the recruiter to “check the box” and they were often ignored

5. Using Crosschq, what do you see as the greatest benefits? Do you find the information useful in making decisions? Are you saving time? Does it remove bias from the old way?

1) Saves time! We only spend time reviewing the completed references with the managers.

2) The questions are consistent. Also we have added several questions around culture fit/alignment with our values which is really helpful. It seems like references are more thoughtful when it’s written down / submitted versus verbal responses. 

3) We are getting more reference to talk, quicker. References complete when they have a few minutes and we avoid all the coordination required to find mutual availability. 

4) The data remains available for future access. We just download the reference chq pdf and add it to a candidates profile. and later to the employee folder.

5) Managers don’t have to get involved and recruiters aren’t left holding the bag to  “check the box“. With Crosschq, managers get to review the data at their own pace and decide what is important to them.

6. How do your team members in both Talent and Operations view the Crosschq reports and process? I know this is a workflow change for some. Have they been receptive?

The team has been receptive to the change. It is really simple workflow as the  recruiting team submits the request for a crosschq reference, they receive the data and share w/ hiring mgr and the appropriate HR person.

7. Are you using the Crosschq data in any other way than to assist with candidate vetting?

Not yet, but we are considering using it earlier in the process to make sure onsite interviews more effective and focused on the things that matter both to us and the candidate (based on their self review). 

8. Any other feedback?

We would love to use Crosschq as a lead generation source for new candidates as we think references could be highly qualified potential hires.