reference checks

Clearly I’m in an “HR” kinda way these days.  So, in order to round out our series on the recruiting process, prescreen interview questions, and online skills assessment I’ll also throw in reference checks.

Reference checking is extremely important - although I’ve always cheekily thought: who would actually provide a reference that wasn’t going to provide a glowing report?  Whatever your belief it is always good to atleast get a feel for the candidate from someone outside of the company.  I typically ask for three references although I did have a client once that asked for ten (clearly they were smoking crack)!

So, I’ve got the names and numbers but what should I ask in a reference check?

Right then - here is the script for reference checks - choose whichever questions you like:

We are considering offering employment to [name] and s/he provided you as a reference.  Do you have a few minutes to talk?  Great.

• how do you know [name]?
• can you confirm he worked at your company from [start] to [end]?
• what type of work did [name] do?
• can you describe [name]’s compensation and incentive plan?
• why did [name] leave the company?
• what are [name]’s strong points on the job?  what characteristics do you most admire about him/her?
• how would you rate [name]’s job performance on a scale of 1-10 (10 being high) compared to other people you have observed who are in a similar capacity
• what does [name] do when s/he has a complaint or something doesn’t go well?  how does s/he handle stress?
• how well does [name] relate to other people?  corporate culture?
• what are [name]’s strengths? what are areas that need improvement?
• in the time you’ve known [name], what is the biggest change you’ve observed? where has there been the most growth?
• what is the best way to work with [name] to quickly get him/her up to speed in their new role?
• would you hire [name] again?

Thank you for taking the time to speak with me today.

 LIke I said, I’m sure the responses will be glowing but good to get another opinion.

The other things I do?  Google them, check out LinkedIn profiles, ask around if I know any of the companies they have worked for.  I find “informal” reference checking just as interesting because it wasn’t provided by someone who is positively biased.

OK, I think I am officially “recruited” out.