Once the interview sessions have been conducted and the potential employee list has been narrowed down it is time to move on to the next step in the selection process. Doing references at this point will provide useful information in making a final decision on who to hire.
The Purpose of a Job Reference
References can tell an employer a great deal about past work history. It can indicate if the information gathered in the interview sessions is accurate. If an applicant has lied about their credentials a reference check may pick it up.
Keep in mind, however, that the references are provided by the applicant. Most people will list references that they feel are going to be positive. Asking questions that help determine if the applicant has the skills needed to do the job can still provide important information.
In some jobs failure to complete a job reference can be a liability issue. In health care for example, the employer would be considered responsible if an employee was hired without the appropriate education and training.
Employee Reference Check Questions
There are three areas of interest that need to be addressed. The first group of questions are simply to verify that the information given by the applicant is accurate. Asking the previous employer to confirm position, length of service, salary, and reason for leaving are examples of this.
The next questions are used to get the opinion of the previous employer. Find out what the applicants strengths and weaknesses are by asking how they performed in the previous position. Questions such as “what were the employee’s contributions, what were their biggest challenges, how did they handle stressful situations?”
Lastly, it is important to ask questions that directly relate to the demands of the new job. The interviewer might ask “the position requires computer skills, can you tell me about the employees experience?”
How to Do a Reference Check
Approaching a past employer on the phone can be tricky and awkward. For legal reasons some managers are instructed not to give job references. If this is the case ask if they can a least confirm the information that the applicant has given, such as position and length of employment.
If the employer is more willing to discuss the employees’ performance then have a set of questions ready to ask. To help keep the interaction going smoothly consider the following.
- Attain permission from the applicant to contact anyone on the list of references. Do not limit references to employers only. Volunteer work, teachers, and personal references can offer additional information.
- If possible make an appointment. Allow adequate time so that the conversation is not rushed.
- Approach the previous employer with confidence, and try to put them at ease.
- Start by asking questions that are direct yes or no responses, then build up to the more in depth open ended questions.
- Make sure to speak to the correct person. They should have a minimum 2 months experience with the applicant to be able to provide any valuable insight.
- Always ask if the previous employer would rehire the applicant. This simple question can really sum up the overall feeling the employer has regarding the applicant.
- Read between the lines, many people are not going to be completely forthcoming with their opinion. Listen carefully to how the person speaks. Are they hesitant, do they seem too positive, or too negative? These are all keys to what they really think.
Doing a thorough job on employee reference checks can help management avoid hiring the wrong person. References provide valuable information about how an individual will perform in a variety of situations. Take the time to follow the steps and get the most benefit out of reference checks.
Reference:
Lin Grensing-Pophal. Employee Management for Small Business. Vancouver. Self-Counsel Press Ltd. 2005.
Monica Beauregard. Maureen Fitzgerald. Hiring, Managing and Keeping the Best. Toronto. McGraw-Hill Ryerson Ltd.
Suzanne McIntyre - Suzanne McIntyre is enjoying a new and exciting career as a freelance writer. After a long career and time as a stay at home Mom she ...
