Maximising Your Hiring Success: Tips for Effective Reference Checking
Learn how to improve your hiring process and increase your chances of finding the right candidate with these tips for effective reference checking.
You've spent weeks sifting through countless resumes, conducting interviews, and going through the rigorous selection process. You've finally found a perfect candidate, ticking all the boxes of your requirements. You feel confident that they are the right fit for the job. But wait, there's one final hurdle: checking their references.
Reference checks can provide insights into a candidate's credentials, work experience, and other important information that can't be easily assessed through a resume or interview. It can give you a complete perspective on the candidate beyond the information you have already gathered about them. However, not all reference checks are created equal, and it can be challenging to know what to ask and how to approach referees. To improve your chances of a successful hire, it's important to conduct effective reference checks to get any final pieces of information you need to make your decision. But beware: remember that candidates often handpick referees who will provide positive feedback, so don't let an outstanding reference overshadow other selection criteria the candidate may not have met.
Here are some tips to help you navigate this process that can make your reference checks more valuable and informative.
Streamline the process
Reviewing referee information can help make your reference check process more efficient and increase the likelihood of a successful outcome. To avoid any confusion or mistakes, take the time to confirm with the candidate that you have the correct information for each referee, including their name, phone number, email address, and any other relevant information from the candidate's application. Sometimes, candidates include outdated information or referees they have lost contact with, which could lead to a dead-end and potentially delay the hiring process. Confirm with the candidate that it is appropriate to contact their referees and that they know they have applied for the job. This ensures you are not caught off-guard by an unprepared or potentially disgruntled referee. It is also a good idea to ask about the best time to contact each referee to increase your chances of reaching them. You can then schedule your calls accordingly and avoid wasted time and effort.
Create a strategic list of questions to ask referees
Before contacting a candidate's referees, prepare a list of questions to ask them. This will not only help you gain valuable insights into a candidate's abilities and character, but it can also provide a basis for comparison between multiple candidates. By asking each referee some of the same questions, you can establish a consistent approach and make informed decisions based on clear and concise criteria.
Avoid asking yes or no questions, as they usually won't give you enough information to make an informed decision. Instead, ask open-ended questions that allow referees to provide detailed responses. Examples of open-ended questions include "Can you tell me about the candidate's work style?" or "Can you describe a situation where the candidate demonstrated their problem-solving skills?" It is also a good idea to ask referees to provide specific examples of the candidate's achievements, challenges, and growth throughout their work history. This will help you get a better understanding of their potential.
To ensure you are not wasting anyone's time, carefully review your questions list and prioritise those most important to you. Asking too many questions or including those not directly relevant to the job or the candidate can create unnecessary delays in this process. Remember to focus on the critical aspects of the candidate's work history, skills, and personal attributes that are essential to the role.
Struggling to find the right questions to ask?
We've got you covered with our 40+ Questions to Ask a Job Candidate's Referees to help you uncover valuable insights about the candidate's capabilities, work ethic, and fit for the position.
Consider the referees' work duration with the candidate
Considering how long the referees worked with the candidate is also important. Referees who haven't worked with the candidate in a while may not be able to provide an accurate assessment of their current skills and abilities. Additionally, take into account the referee's relationship with the candidate and their role in the organisation. This is an important consideration as a referee who supervised the candidate may provide more detailed and reliable feedback than a colleague who worked alongside them.
If a candidate has been employed at a more recent workplace but hasn't provided a reference from that employer, it's worth inquiring why. It could be a harmless oversight, or it could be a sign of a less-than-ideal work experience. Either way, it's always good to get the full picture when considering a candidate.
Set the scene for the referee
Once you have the referee on the phone, introduce yourself and explain why you're calling them. Start the conversation by letting them know how many questions you'll be asking or how long you expect the call to be. This step helps them prepare themselves, and if the timing isn't convenient, you can reschedule for a better time.
Before you start firing away with questions, take a moment to provide some context by briefly describing the job the candidate has applied for. This will not only help the referee understand your questions better but also makes it easier for them to provide accurate and detailed responses.
Expect questions not to be answered
Anticipate that referees may not always feel comfortable answering every question. In such situations, it's essential to remain respectful and not press the issue. If a referee refuses to answer a question, attempt to seek clarification about why. However, if they are still unwilling to answer, it's best to move on to the next question without pursuing the matter further (some referees may also have limitations in what they can disclose). Make a note of it, and don't let it detract from the overall conversation.
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Proceed with care
It's no secret that candidates often list referees who will provide positive feedback about them. After all, they want to increase their chances of being hired. As an employer, it's crucial to keep this in mind when conducting reference checks. Pay close attention to how relevant the referee is to the candidate's previous employment. While a glowing reference can be impressive, it's important to evaluate candidates based on the overall selection criteria. Don't let a single outstanding reference sway your decision if the candidate is lacking in other areas.
While references can be a valuable tool in the hiring process, they should be just one piece of the puzzle. Effective reference checking can provide valuable insights into a candidate's suitability for a role. By following these tips, you will be able to conduct effective reference checks that help you make informed hiring decisions and maximise your hiring success.
We hope that these tips will assist you when contacting a candidate's referees. Be sure to check out our article, Revolutionise Your Recruitment: 5 Tips for Smarter Hiring, for more ideas to help your recruitment process.
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The information provided on this website is general in nature only and is not guaranteed for accuracy and legality. This information does not represent professional advice and is not intended to provide specific guidance for your particular circumstances. This information should not be relied on as the basis for any decision to take action or not take action on any matter which it covers. Please obtain professional advice where appropriate before making any such decision.
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