How Can I Conduct an Effective Reference Check?
The goals of reference checking are twofold: to verify the information that your candidates have provided and to gain some candid insight into who your candidates really are and how they really behave in the workplace.
One way to encourage a positive response to your query is to have applicants sign an authorization permitting former employers to give information to you. When references know you have this release, they may be more willing to talk.
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A frequent question is "Would you rehire this person?" This question, however, gives those queried an out. "We have a policy against rehiring." So an alternative question might be: "If you were hiring for another company for the position of X would you hire her?" If the answer is no, then you should probe for the reasons why.
Here are other questions to ask:
- How long have you known the candidate?
- What was your work relationship?
- How did the applicant get along with his or her associates?
- How did he or she work with his or her manager?
- What were the applicant’s strong points?
- In what areas do you think the applicant needs help or added training?
- What personal attributes strengthened or weakened the candidate’s effectiveness?
- How was the candidate’s attendance, punctuality, etc.?
- What were the candidate’s responsibilities and how well did he or she perform them?
- Why did the candidate leave the job?
The extent to which you contact references depends upon the position you are trying to fill. For instance, if the person will have access to sensitive information or money or could do personal harm to the public or other employees, then you might want to do a more substantial reference check than for someone with minimal contact with money, personal information, or customers.