What strategy allows organizations to mitigate risks in hiring by thoroughly checking candidate backgrounds?

The strategy that effectively mitigates risks in hiring through thorough candidate background checks is reference checks. This process involves contacting previous employers or professional contacts provided by the candidate to verify their work history, skills, and overall character. By doing so, organizations can gain valuable insights into a candidate’s past performance, reliability, and behavior in a work environment, which helps to make more informed hiring decisions.

Reference checks serve to validate the information presented by the candidate in their application and interviews, and they can reveal any discrepancies or concerns that might not be evident from the resume or during the interview process. This proactive approach reduces the chances of hiring individuals who may not be a good fit for the organization or who may have significant gaps in their professional conduct.

In contrast, while job shadowing provides insight into the candidate's potential performance in a real work environment, it does not directly assess past behaviors or experiences. Behavioral interviews focus on asking candidates about their past experiences to predict future behavior but may not include verification from third parties. Skill assessments evaluate specific abilities related to the job but do not encompass an analysis of past work behavior and character. Hence, reference checks remain a critical tool for mitigating hiring risks through comprehensive background verification.