This information would then serve as the basis for an in-depth inquiry in an interview, reference check, or supervisory check. Relation of the informant to the candidate It is important to distinguish between information that is provided by the candidate and that which is elicited from others. Information is obtained from others using performance appraisals, reference checks, supervisory checks and personal knowledge. Although you should not be unnecessarily suspicious, you should assume that candidates will present information about their accomplishments and experiences in the most favorable light. You cannot expect candidates to be as forthcoming about information that could be damaging to their chances of securing a position.
Information obtained from others can also be subject to some distortions.
Sometimes these distortions are intentional. For example, a referee may have a personal dislike for the candidate, or may wish to get rid of a less than productive employee. Other distortions may not be intentional. For example, some bias may be introduced by the fact that the referee has only had the opportunity to observe the candidate in specific situations where the candidate's performance may have been a typical. The candidate's immediate supervisor is the source of information most often used.