How to Conduct Objective & Productive Reference Checks?
Following the interview process, reference checks serve as a crucial step to gather additional insights about a candidate, especially regarding characteristics that are challenging to assess through interviews and assignments alone.
Objectives of Reference Checks:
The main objective of reference checks is to collect data from previous employers and managers about aspects like a candidate's long-term attitude, collaboration skills, and motivation. These insights help confirm the candidate's suitability for the role and fit within the team and company culture.
Example: Asking a former manager if the candidate consistently demonstrated a positive attitude and strong work ethic over their tenure can provide valuable perspectives that aren’t always visible in short-term interactions.
Best Practices for Reference Checks:
To ensure the objectivity of reference checks, it is vital to ask specific and structured questions. This helps in obtaining quantifiable and comparable data. Questions might include rating the candidate against peers or asking if the manager would rehire the candidate.
Additionally, seeking insight into the general trends of feedback provided to the candidate during past reviews can reveal growth trajectories and response to constructive criticism, without going into confidential specifics.
Example: Questions like "Would you rank this candidate in the top 1%, 5%, or 10% of people you have worked with?" and "What constructive feedback have you given this candidate?" help paint a clearer picture of the candidate’s past performance and potential for future growth.
Outcome of Reference Checks:
The ideal outcome of a reference check is a resounding endorsement of the candidate, particularly for key hires. If the feedback is neither wholly positive nor negative, it should be weighed alongside the candidate's performance throughout the hiring process to make a final decision. This holistic view helps ensure that the hiring decision is well-informed and balanced.
Example: If a candidate receives glowing reviews but had a mediocre interview performance, the hiring team might consider additional factors or potentially arrange for a follow-up interview to resolve any discrepancies.
Takeaway:
Reference checks are a critical component of the hiring process, offering final reassurances or cautions before a hiring decision is made. By employing structured and specific questions, hiring teams can gather essential information that significantly influences the overall evaluation of a candidate.