As an employer, you would want to check the prospective employees’ references in order to gain better insight into their past performance. Some references willingly provide detailed information about the employee, while others may withhold certain details.
References who are open to discussing the candidate in depth are likely to have had positive experiences with them. They can provide valuable insights into the candidate’s job performance, attitude, and other crucial aspects that can significantly influence your decision-making process.
This article focuses on reference checking, providing a reference check form and discussing key points to consider.
Effective Reference Checking: Best Practices for Reference Checks
Ensure thorough evaluation of candidates by implementing effective reference checking practices.
These practices help gather valuable insights into a candidate’s past performance, work ethic, and suitability for the role. By following these guidelines, you can make more informed hiring decisions and select the best candidate for your organization.
1. Seek multiple perspectives: It’s beneficial to speak with multiple references to gather a well-rounded view of the candidate. Different references may have different insights and experiences with the candidate.
2. Verify references: Take the extra step to verify the authenticity of the references provided. Cross-check the contact information and reach out directly to ensure you are speaking with the intended reference.
3. Maintain confidentiality: Respect the confidentiality of the references and the information they provide. Ensure that any information shared is used solely for the purpose of evaluating the candidate and making an informed hiring decision.
4. Document and compare: Keep a record of the reference check responses for each candidate. This will help you compare different candidates and make an objective assessment based on the information gathered.
5. Consider the overall picture: When evaluating the reference check results, consider them in conjunction with other factors such as the candidate’s qualifications, interview performance, and cultural fit within the organization.
6. Use reference checks as a learning opportunity: The feedback provided by references can offer valuable insights into areas where the candidate excels or areas for improvement. Use this information to inform your decision-making process and potentially guide the candidate’s onboarding and development plans.
7. Provide feedback to the candidate: After completing the reference checks, it is advisable to provide feedback to the candidate, especially if any concerns or discrepancies arise. This feedback can help the candidate understand the areas they need to address and improve upon.
How to Use Reference Checks to Make Better Hiring Decisions
To establish a reference check policy during the hiring process, consider the following factors:
- Request references: Inform candidates that you will conduct due diligence (reference checks) before making a hiring decision.
- Identify the references: Ask each candidate to provide information about their working relationship with the references.
- Tailor your questions: Ask questions that are pertinent to the job requirements and seek additional information based on what you learned from the applicant during the interview process.
- Assess reference answers: Pay close attention to the answers. Are they fabricated or pre-prepared? Do they closely mirror the candidate’s responses?
- Evaluate positive or negative references: If a reference only provides positive comments about the candidate, take it with caution and consider weighing this particular reference less heavily.
Reference Check Template Form: Questions for Reference Checks
The initial reference check questions aim to verify basic employment information about the candidate, such as employment dates, positions held, and responsibilities.
If the basic employment information doesn’t align with what you’ve learned from the candidate during the interview process, it should raise doubts about the candidate’s ethics.
The subsequent questions provide a deeper understanding of the candidate’s performance and other personality traits.
Here is a reference check questionnaire that can serve as a template:
20 Key Questions to Ask During Reference Checks
1. Tell me about [Candidate Name]. How many years did they work for [the company name]? When did they leave?
2. What was their work experience? Please provide details about their positions, job titles, and responsibilities.
3. Were they promoted while working with your company?
4. Did you conduct regular performance evaluations? How did they react and respond to feedback?
5. Did they lead a team? How effective were they? How would their teammates describe them?
6. Can you describe the main traits of [Candidate Name]?
– Some guiding questions could include: Are they a problem solver? A good communicator? An initiator? An organizer? Are they a team player?
7. Why did [Candidate Name] leave their previous job? If they were terminated, what were the reasons?
8. Can you provide any insight into issues that may have impacted their job performance?
9. What interests them about this job?
10. Why do you think they chose this career?
11. How did they handle and cope with challenges?
12. How did they manage conflicts, pressure, and stressful situations?
13. What are their strengths and weaknesses?
14. What did [Candidate Name] like or dislike about their previous job?
15. What was their relationship with supervisors and coworkers?
16. What motivates them?
17. What was their greatest achievement at [Company Name]?
18. If possible, to share, what was their salary?
19. Do you believe they have the potential to be a manager or team leader?
20. Is there anything else you would like to share with us?
The final question is: Would you rehire this candidate?
Remember, reference checks are an important part of the hiring process, providing additional information about the candidate’s capabilities and fit for the role.
By conducting thorough and thoughtful reference checks, you can make more informed hiring decisions and increase the likelihood of selecting the right candidate for the position.