Obtaining valid references for potential hires isn’t as black and white as you may think. Companies have seen consequences both for sharing too much or too little about former workers; as a result, they may be hesitant to provide much (if any) really useful information.
To get the best results, consider these tips:
- Let each candidate know that you check references. This can help ensure that the answers and insights you get from interviews are honest and real.
- Don’t delegate this task to others. If the candidate will report directly to you, you should perform the check yourself.
- Start with the job candidates. Ask them what they think a former employer would say about them. It will be useful to compare this with what you hear during the reference check.
Some questions you may want to ask references include:
- What was this person’s primary responsibilities?
- What are the person’s most impressive skills or qualities?
- What was the person’s most significant accomplishment?
- What additional training might be beneficial for him/her?
- How did this person respond to constructive criticism?
- Would you rehire this person? Why or why not?
- What was this person’s weaknesses?
Some red flags include negative feedback, responses that stick strictly to facts (e.g., dates of employment, job title, etc.), inconsistencies between what the candidate says about a previous job/employer and what the employer says, and excessively glowing references.
