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Reference check questions...
Recruiting & Staffing
Reference check questions...
Exchange ideas about sourcing, screening, interviewing, finding passive candidates, measuring your results, and more.
Advice on a standard list of questions that you may ask when you call to check references?
Are there any limitations of what you can and cannot ask?
Thanks for any advice.
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Forums » Topic Forums » Recruiting & Staffing » Reference check questions...
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Reference check questions...
posted at 11/30/2006 3:42 AM EST
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Posts: 2
First: 12/30/2004 Last: 11/30/2006 |
I disagree with the CaroleWeinstein post above. I strongly feel that references are critical!! And furthermore, feel that "past performance is an indication of future behavior". I want to know what kind of issues a prospective employee had at their last job - both positive and negative so I know what I am getting into ahead of time. Additionally, as others have mentioned, references help justify a negligent hire action. Rarely does a leopard change its spots.
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Reference check questions...
posted at 11/30/2006 4:35 AM EST
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Posts: 3870
First: 2/12/2002 Last: 11/2/2009 |
I disagree that checking references are really that important. Any person can find at least three other people who can say nice things about him or her.
Not to say I don't ask for references, however. The people who are provided as references can be very revealing. A person who will happily provide his or her past 3 supervisors is probably solid. A person who only gives co-workers may well not be. When I do reference checks on those rare occasions, I always ask a prior supervisor one question, and that is "In your opinion, what's the best way to manage XXXXXX?". I've gotten more good information from this question than any other, and for some reason this question tends to elicit honest info. |
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Reference check questions...
posted at 11/30/2006 6:27 AM EST
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Posts: 4
First: 5/12/2005 Last: 8/23/2007 |
I follow a consistent format of questioning. A three-step process is described below:
1. Always open with a full introduction. Sample opening: Hello, my name is [Name]. We are considering [Name] for a [Position Title] position with [Company Name]. [Name] provided you as a reference. I would like to ask you a few questions about him/her; is now a good time? 2. Ask questions you have prepared in advance. Following are some possible questions, which could be modified to fit your situation. How long have you known [Name] and in what capacity? Red flags: People who are relatives. People who have known the candidate for a short period of time. People who are friends. People who have not heard from the candidate in a long time. In your opinion, how would you characterize [Names] work ethic and technical competence? Please give me some examples. Red flags: Watch for people who say great or super but lack specific examples. In your opinion, how would you characterize [Names] honesty and integrity? Ask for examples. Red flags: Watch for people who say great or super but lack specific examples. How well does s/he get along with the people with whom s/he works? Can you give me an example of when [Name] made the best of a less-than-positive work situation with a co-worker? Red flags: Watch for a lack of specifics or a reference who makes excuses for the candidate. For example, S/He tried his/her best, but his/her manager was out to get him/her. In your opinion, what is [Names] greatest strength? Red flags: Watch for strengths described that are not really needed in the position for which the candidate is being considered. In your opinion, in what area can [Name] improve? In your experience with [Name], has s/he taken any steps to improve in this area? Red flags: Watch for references who say, Nothing. [Name] is good at everything. Everybody has areas for improvement. To the extent possible, press the reference. If you owned your own company and had an opening for a [Position Title], would you hire [Name] to work for you? Red flags: Watch for less-than-enthusiastic or hesitant responses; this question often catches the reference off guard. If so, the reference may start rambling to cover up his/her less-than-enthusiastic or hesitant response. 3. Thank the reference for his/her time and feedback. Other Red Flags - References who do not return your calls. Candidates who provide references with disconnected/no longer in service phone numbers (including cell phones). Candidates who provide lots of references but many of them cannot speak to the candidates abilities (quantity over quality). Candidates who provide references from private clubs, social organizations, fraternities, sororities, political organizations, or other such entities. References who are surprised the candidate used them as a reference. |
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Reference check questions...
posted at 12/1/2006 1:07 AM EST
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Posts: 2
First: 10/24/2006 Last: 12/1/2006 |
In case you missed it. MSPB published a report in September of 2005 titled: Reference Checking in Federal Hiring: Making the Call. You can download it from MSPB's Studies page on their website or call 202 653-6772, ext. 1350 to request a copy. This report covers the costs, risks, benefits, best practices, and the legal issues of reference checking. I suggest you take a look at it before you conduct your next reference check. |
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Reference check questions...
posted at 12/3/2006 2:31 AM EST
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Posts: 2
First: 12/3/2006 Last: 9/4/2007 |
The link for the MSPB document is: http://www.mspb.gov/studies/rpt_11-29-05_refcheck/makethecall.pdf. I found the legal ramifications discussion in this document very informative. Keep in mind this is a document for public employers - private employers have different obligations and exposure.
The greatest liability you are exposed to is through may be how you may have utilized the reference information and whether this use violated in statue or tort law (defamation comes to mind). Your organization may also have obligations to inform candidates when information obtained was used in the decision making (FCRA). I suggest you check with legal counsel to develop a good policy and understand your obligations. Most important in reference checking is obtaining the release form. Without this document there may be ramifications from your obtaining and using that information in your hiring decision. Secondary to the form is performing reference checks for all final candidates. Don't miss even one as that may come back to haunt you later. Dig deeper where a candidate indicates they do not wish you to contact certain former employers. Ask them why they do not want that contact. When you encounter an organization that will only verify the information you provide or only "name, rank and serial no." at least ask about rehire eligibility. If there is negative rehire response, ask the candidate for more information. |
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