[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"doc-detail-168901-en":3,"doc-seo-168901-105":29,"detail-sidebar-cat-1-en-105":89},{"code":4,"msg":5,"data":6},0,"success",{"doc_id":7,"user_id":8,"nickname":9,"user_avatar":10,"doc_module":11,"category_id":12,"category_name":13,"doc_title":14,"doc_description":15,"doc_content":16,"file_id":17,"file_url":18,"file_type":19,"file_size":20,"view_count":4,"is_deleted":4,"is_public":11,"is_downloadable":11,"audit_status":11,"page_count":21,"language":22,"language_code":23,"site_id":24,"html_lang":23,"table_of_contents":25,"faqs":26,"seo_title":27,"seo_description":15,"update_tm":28,"read_time":11},168901,1099513958762,"Logic","https://ap-avatar.wpscdn.com/avatar/1000023916a998db790?x-image-process=image/resize,m_fixed,w_180,h_180&k=1784791008015729253",1,17,"Forms","Reference Check Template - Leadership","A scripted reference check call template designed to evaluate leadership candidates through a structured question flow. The script introduces the caller, explains the role’s responsibilities, estimates the call duration, and clarifies how information may be shared in line with privacy legislation. It includes guidance for reaching only candidate-provided references, communicating assessment factors, taking detailed notes, avoiding premature judgments, and assigning narrative or numerical ratings after the call based on evidence.","Sample Script:\n“Hi, My name is _________________ and I am calling to conduct a reference check for (applicant name), who is being considered for the position of (position title and ministry).  Your name has been provided by (applicant name) as a reference. This role is responsible for (list the key elements of the position). The reference check will take approximately 20 minutes to complete.  The information you provide can be given to the applicant, in full or part, should it be requested under the Freedom of Information and Protection of Privacy Act.\nWe will be going over a series of questions together. If a question isn’t clear, you’re not sure how to respond, or you can’t speak to a specific area, please let me know.\nThe first set of questions are for general employment verification > Ask questions from Part 1.\n(if applicable) Up next, I’d like to ask you some questions that are relevant to the job > Ask questions from Part 2.\nUp next, I’d like to ask you about the applicant’s overall performance > Ask questions from Part 3.\nIn closing > Ask questions from Part 4.\nThank you for your time and cooperation. If I happen to have any additional questions, would it be okay to contact you again?”\nTips:\nReach out to contact references provided by the candidate only.\nBriefly explain the key factors you will be assessing through the reference check.\nListen carefully and keep detailed and comprehensive notes of the referee’s comments.\nDo not try to evaluate the reference or complete the rating while gathering information; complete the rating after the call.\nDo not ask the referee to provide scores.\nRatings should be assigned based on a thorough examination of the examples and evidence provided by the referee.  Reference check rating can be narrative (i.e. meets/ doesn’t meet) or numerical i.e. numerical rating scale.","cbCaiviWe7u6pPmD","https://ap.wps.com/l/cbCaiviWe7u6pPmD","docx",47802,3,"English","en",105,"# Sample Script\n## Tips and Best Practices\n# Question Flow\n## Part 1: General Employment Verification\n## Part 2: Job-Relevant Questions\n## Part 3: Overall Performance\n## Part 4: Closing","[{\"question\":\"What should the caller explain at the start of the reference check call?\",\"answer\":\"The caller should introduce themselves, confirm the reference was provided by the candidate, describe the position’s key elements, estimate call length, and explain how information may be shared if requested under the applicable privacy law.\"},{\"question\":\"How should the reference check be structured during the call?\",\"answer\":\"The call follows a series of question sets: Part 1 covers general employment verification, Part 2 focuses on job-relevant topics, Part 3 addresses overall performance, and Part 4 is used to close the discussion.\"},{\"question\":\"When should ratings be assigned, and how should they be determined?\",\"answer\":\"Ratings should be completed after gathering information, not during the call. 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