In the ever-evolving landscape of recruitment, some practices, like reference checks, seem to have fallen by the wayside. Long gone are the days when candidates would meticulously list references and hiring managers would diligently reach out to gain insight into a potential hire’s capabilities. Instead, a trend has emerged where reference checks are deemed unnecessary or even redundant. However, it’s time to revisit the importance of this fundamental step in the hiring process.

For too many hiring managers, reference checks have become an afterthought, relegated to the realm of “tick-box” exercises or conducted solely for compliance purposes. This trend is concerning, considering my experience working closely with the candidate and hiring managers.

Consider this: when someone agrees to be a reference for a candidate, they are essentially putting their reputation on the line. It’s unlikely that someone would endorse a candidate they didn’t believe could perform well in the role. Therefore, by engaging in reference checks, you are tapping into a network of individuals who can provide valuable perspectives on the candidate’s strengths, weaknesses, and overall suitability for the position.

But how do you ensure that reference checks yield meaningful results? It all comes down to asking the right questions. We’ve compiled a list of key inquiries to guide your reference-checking process, ensuring that you extract the most relevant information to inform your hiring decision.

FAQ: Hiring Manager Reference Checks

How many references should I ask for?

• We recommend requesting three references. This allows for a comprehensive assessment of the candidate’s background and performance. Professional references are more ideal than personal ones.

When should I check a reference?

• Ideally, reference checks should be conducted towards the end of the interview process, after you’ve had the opportunity to gauge the candidate’s suitability for the role. However, if circumstances require extending an offer before conducting reference checks, be sure to make the offer contingent upon favorable references.

At what job level should I be asking for references – entry level? C Suite?

• References should be sought at all levels of the organization, from entry-level positions to C-suite roles. Each reference provides valuable insights into the candidate’s character, work ethic, and abilities, regardless of their level within the company.

What if the candidate is still employed and wants their search to remain confidential?

• Candidates in this situation should provide references from previous work experiences, such as former managers, colleagues, or clients, whom they trust to provide an accurate assessment of their capabilities.

What if the reference can only provide dates of employment?

• Encourage the candidate to provide references who can speak to their overall character and performance, both within and outside of the workplace. You might also suggest individuals from their personal or volunteer activities to gain a more holistic perspective.

What if I receive a negative reference? Should I still hire the candidate?

• While a negative reference can raise red flags, it shouldn’t necessarily disqualify the candidate outright. Take the time to investigate further, perhaps by checking additional references or discussing the feedback with the candidate directly. Ignoring negative feedback altogether could lead to regrets down the line.

Conclusion

In conclusion, reference checks remain a valuable tool in the hiring manager’s arsenal, providing invaluable insights into a candidate’s suitability for a role. By prioritizing this essential step in the recruitment process and asking the right questions, you can make more informed hiring decisions and build a stronger, more successful team.

Written by: www.skillslabtraining.com