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Reference Checking |
Reference checking is defined as a method in which candidate's strengths and weaknesses viz a viz the proposed position are judged by the comments, oral or written from current and past employers or colleagues.
The basic purpose of reference checking is to acquire the broad picture of a candidate regarding his skills and experience. The reports of search consultants and clients about the candidates may also be validated or challenged through reference checking.
Reference checking has become a critical aspect of an applicant’s employment application in the modern job market. It will also give you added assurance that the intuitive sense that you have about a candidate's abilities to successfully perform in the position is well-founded.
Guide to Reference Checking
References should be asked the same basic set of questions. However, it may have exception where letters of reference are requested. It is often beneficial to ask referees to respond to specific questions via letters of reference.
Pros and cons of reference checking for employers
Normally, Search firms use to conduct references. They do it both in the preliminary stages and in the final stages of a search. Their task becomes more important in the final stages when an individual becomes the favored candidate.
Employers are more involved in conducting references at the later stage. Since, at this point, discretion and confidentiality issues can be particularly delicate, It is recommended that this collaborative process should be carefully orchestrated by the search consultant.
Pros and cons of reference checking
Reference Checking plays a very important role in the career of a candidate. It makes you aware of the importance of the time ahead and enables you to go three steps ahead of the competition. A candidate should be well versant what his job references are going to say about him. Overall, reference checking gives a candidate a full control.
Reference Checking legal requirements
There are also legal requirements for reference checking. None other than the contact references provided by applicants be contacted. However, Departments may seek applicant’s permission to contact references in addition to those initially provided by the applicant.
Checking references requires the departments to be consistent in the number and their method. If phone calls are made, they must be made to the same number of references for all applicants whose references are being checked. While checking references by phone, it is required to have more than one person listening to the conversation. If letters are requested, the same minimum number of letters must be received from the applicants.
Educational reference checking
Educational credentials are checked in the educational reference checking. The educational documents include the degrees, diplomas and certificates obtained by the candidates from various institutes.
Personal Reference checking questions
There are some limits for personal reference checking questions. All questions should be job related. Questions of references that cannot legally be asked of applicants should be avoided.
Here are some of the common personal reference checking questions:-
1. What were the responsibilities of the position the candidate had while working at your company?
2. Do you think the candidate is qualified to assume these responsibilities? Why or why not?
3. How would you describe your management style?
4. Is this person a team player or does he or she excel by working alone?
5. What was the candidate's attendance record? Was the candidate on-time and dependable?
6. What areas of development were communicated to the candidate and how did he or she respond?
7. What are the candidate's three strongest qualities?
8. What was the candidate's reason for leaving the position?
9. Would you rehire this candidate?
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Experts Advice on Human Resource Management
