How to Check References and a Reference Checking Format

How to Check References and a Reference Checking FormatHow to Check References and a Reference Checking FormatChecking job or employment references is time-consuming and frequently unsatisfactory, as many employers, despite legislation that provides protection for references, refuse to offer more than dates of employment, salary history, and job title. Secondly, if youre not careful, each reference check can turn into a friendly chat during which you dont obtain the information you need to make an objective decision about hiring your candidate. If you have the opportunity to reach your candidates manager, you are likely to get better information that highlights the candidates skills and contributions. Talking to Human Resources rarely yields the kind of information that you need to make a hiring decision. Many companies today, because of the fear of potential lawsuits, have adopted policies that state that HR must respond to all reference checks. These policies also forbid managers a nd employees from talking with a candidates hintergrund checker in a background check. Who Should Check References? Reference checking is often relegated to Human Resources in organizations. Thats not who should own reference checking. The manager of the lage should check the employment references. He or she has the fruchtwein to lose if the needed skills andcultural fitdont work out. The managers feel for the viability of the candidate is also key to the persons eventual success as an employee. The managers support of and belief in the candidates ability to successfully perform the job form the foundation for the persons eventual success in your organization. Sure, Human Resources can own the reference checking process,check references for entry-level jobs, andcheck the candidates list of prepped references. But for most jobs, the manager of the position is the best person to check the references of former and current employers. This is especially true for talking with past emp loyers and the candidates former bosses. The manager knows the technical qualifications a candidate must bring to a position. The manager knows the appropriate questions to ask the current and/or former employer about the candidates work. The manager can listen for statements that indicate cultural fit and that the strengths listed match the strengths you need. Before you turn your managers loose on reference checking, however, training in how to check references is required. Your managers will range from talented interviewers to tongue-tied professionals unable to ask the appropriate questions without your training, coaching, and mentoring. Since you never get a second chance, particularly with the candidates former manager, doing it right the first time is paramount. And, this training needs to include how to reach the manager, how to bypass the HR office, if possible, and how to help the reference open up and communicate to you about the potential employee Use a Standard Forma t to Check References As with most Human Resources processes, a standard reference checking format is useful. You can easily compare candidates and ensure you are asking the right questions to make an educated decision before offering the applicant a job with your company. Dont check references until you are ready to make an offer to a candidate. This saves staff time and demonstrates your respect for the candidate. After all, you dont know whether his current employer or her favorite professor even know that he or she is looking for a new position. (It ispreferable thatcandidates tell their employer, but realize this isnt always possible, or even desirable.) Here are the recommended format and sample questions that you can use to check references. Make sure that you verify that the candidates reference checking permission signature is on your employment application before starting the interview. If its not, ask the candidate to sign the application before you check references. Thi s is recommended as a precaution so employers are legally and ethically safe. Name Reference Name Company Name Company Address Company Phone Dates of Employment From To Starting Position Ending Position Starting Salary Ending Salary What does your company do? Please describe your reporting relationship with the candidate? If none, in what capacity did you observe the candidates work? Reason for Leaving Please describe the key responsibilities of the candidate in his/her most recent position. How many reporting staff did the candidate manage? Their roles? Tell me about the candidates most important contributions to the achievement of your organizations mission and goals. Describe the candidates relationships with his/her coworkers, reporting staff (if applicable), and supervisors. Talk about the attitude and outlook the candidate brought to the workplace. Describe the candidates productivity, commitment to quality and customer orientation. What are the candidates most significant str engths? What are the candidates most significant weaknesses? What is your overall assessment of the candidate? We are hiring this candidate to (job title or quick description). Would you recommend him/her for this position? Why or why not? Would you rehire this individual? Why or why not? Are there additional comments youd like to make? Is there a question that I should ask that I may have missed that will help us understand what this candidate potentially brings to our workplace? Is there anything else we should know to make a hiring decision about this employee? Thank you for your assistance in helping us make a hiring decision relative to this candidate.