A guide and example to use when completing reference checking
READ: Why complete reference checks
READ: How to complete a reference check
READ: What questions should I ask?
Why complete reference checks?
Reference checks are helpful to confirm points about a candidate, specifically job title, length, and core duties.
It's important though to remember a candidate is unlikely to put forward someone for a reference whom they think may give them a poor reference. In general, a positive reference isn't a good indication of job success. However, it is still a good check to do to ensure the candidate's experience is accurate.
How to complete a reference check
Let the candidate know that you want to complete a reference check and ask them to provide references.
In general, two references with one being from their most recent role is a good baseline.
A lot of employees won't have told their current employer that they are looking for another role, and therefore won't have a reference for their current job. That's okay, just try to get their most recent.
When you have that take the following steps:
- Call the reference and explain the reason for the call.
- Ask your questions
- Check anything/ask for clarification on anything you need
- Thank them for their time
- File notes
What questions should I ask?
Fundamentally, you want to know the below core things;
- When did this person work for you?
- Who did they report to?
- What was their core responsibilities?
- Would you hire them again?
There are many other questions you can ask, but you want a reference check to be short and sweet, no more than 15 minutes.
Below we have included some additional questions which you may find helpful based on the candidate, role and your own vibe.
- How would you describe their overall level of performance and quality of their work?
- (Check for successes, attitude, productivity, use of initiative, relationships with others)
- Can you describe some things they did particularly well?
- Can you describe areas they performed less well? Overall what were their main limitations or areas for development?
- What level of supervision was required of them to get the job done? What sort of management style did (candidate) respond best to?
- How did (candidate) cope with change and learning new skills/tasks?
- Were they reliable? Any issues with attendance or punctuality?
- How were their working relationships? Did they get on with co-workers? Clients? Management?
- How did they cope with pressure? How did you recognise (candidate) was under pressure?
- What advice would you give to a person responsible for managing (candidate) to ensure they get the best out of them?