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4 Tips For Smarter Reference Checking

This presentation discusses the proper procedure for reference checking. The article focuses on questions that will result in answers that can help you decide if a candidate is a good fit for the job.

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4 Tips For Smarter Reference Checking

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  1. 4 Tips for Smarter Reference Checking

  2. Reference Checking • You should have a defined process for reference checking • The goal should be to obtain the proper information to make an objective decision about the hiring of your candidate

  3. Types of References • It is valuable to speak to references who have worked with the candidate in different roles • Four types of references are peers, managers, direct reports, and close colleagues

  4. 1-Save Reference Checks for Last • Do not check references until you are ready to make the candidate an offer • The candidate may not inform their current employer of their potential career move

  5. 2-Speak with Their Direct Supervisor • The person that directly supervised your candidate is more likely to have solid information • Those who did not work directly with the candidate often give estimates, and will not concrete details and dates

  6. 3-Formulate Efficient Questions • Ask open-ended questions instead of “yes” or “no” type questions • After confirming dates and titles, you can get a good feel for the candidate in as few as five questions

  7. Sample Reference Check Questions • When did (name) work for your company? Could you confirm starting and ending employment dates? When did s/he leave the company? • Did (name) miss a lot of work? Was s/he frequently late? Were there any issues you are aware of that impacted her/his job performance?

  8. Sample Questions Continued • What were the candidate’s strengths as an employee? • Did the employee get along well with those in their professional circle (managers, employees, customers)?

  9. 4-Don’t Waste Time with Personal References • Personal references can end up being a monumental waste of time • Only ask for references from past employers

  10. 4 Continued • You are saving time and sticking with a pool of objective references • It’s too hard for personal references to give real, objective insights about the candidate

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