Candidate References

Checking references is critical in the decision making process and oftentimes will assist the employer in cutting down on selection errors.  While applicants may distort their employment history and accomplishments, reference checking will allow you to assess the accuracy of their claims.   Most importantly, it will allow you to assess if the candidate can do what s/he claims to be able to do.  Be clear with candidates from the beginning that you will be checking references. (Bear in mind that some employers have internal policies restricting the amount of information provided, oftentimes limiting the information to dates of employment and role within the organization.) 

Create a standardized process for checking references.  Ask questions pertaining to the candidates previous position.  What responsibilities did s/he have?  Discuss the responsibilities of the new position and if the reference feels the candidate could effectively fill the role.  Were there attendance issues?  Is the candidate a team player?   Would the reference rehire the candidate?   In what capacity was the reference associated with the candidate?  Most importantly, should you hire the candidate?  Avoid any inappropriate questions relating to health problems, disabilities, children, child care arrangements, etc.  (For the professional level employee, refine your reference process to encompass topics such as leadership, employee relations, oral and written communication, managerial skills and decision making, just to name a few.)

 

Remember, a candidate's past performance can be used as a predictor of future performance.   Increase your success rate in the employment selection process by conducting thorough reference checks. 

 

To avoid any questions regarding your hiring methods, ensure you maintain detailed records of your reference checking activities.  These may be helpful should you run into a negligent hiring claim later.