HIRING STRATEGIES - CHECKING REFERENCES

Reference checks are an integral part of the hiring process. They provide a clear testimonial to support your hiring decision. If the references check out, you'll feel much better about the individual you've chosen. The purpose of references checking goes beyond just confirming the facts presented during the interview or on resume. Your ability to evoke a response from the past employers, friends and peers will give you a more in-depth profile of the candidate.

Asking the right questions dramatically increases the information you receive from references and ultimately determines the quality of their answers. Be aware that you need to take control of the conversation from the beginning by stressing the importance of their feedback.

The "Checklist for Reference Checking" presented here lists a few key steps you can take to ensure that your reference checks are as accurate and informative as possible.

A Checklist For Reference Checking

1. Have I talked with enough references for the position I'm trying to fill?
   
   As a rule, the higher the position you are trying to fill, the more references you need to contact; a minimum of two business associates and one personal reference is recommended.
   
   
2. Have I talked to the right people for the information I'm trying to evoke?
   
   Check as many of the references yourself if the individual reports to you. Only you can interpret significant nuances and probe for answer that pertain most to the person you will supervise.
   
   If possible and always with the candidate's permission, personally contact the highest-ranking superior of the candidate's current job works directly with them. That person is most likely to have personal knowledge of the candidate's strengths and weaknesses. In addition, personally contact a peer. Those working at the same level will help you further understand the skills that are required in his or her current position and provide a second opinion to balance out what the supervisor has revealed.
   
   
3. Am I certain the information listed on the candidate's resume is accurate?
   
   Current studies indicate at least 1/3 of all job applicants, to some extent, exaggerate their experience and background. The biggest areas of misrepresentation are colleges attended and degrees earned, salary levels, dates of employment and titles. Personnel Managers or their assistants at your organization can held verify these details.
   
   
4. Have I asked the types of questions that will provide new insight
   
   Focus on open-ended questions (questions that begin with "How", "What", "In your opinion", "In what way" etc.). The sample questions that follow will encourage respondents to expand on the total picture, thereby revealing the quality of their job performance.

   Start with basis questions to verify details.

   What period of time did (the candidate) work for you; what was his/her position; what was his/her specific area of responsibility?

   Next ask more illuminating questions:

   "How would you assess (the candidate's ability to (describe key function that the candidate would perform in your firm}?"
   
   "How would others in your firm describe (the candidate's) ability?"
   
   "What would you say were (the candidate's) most significant contributions?"
   
   "How would you compare (the candidate) with the person that replaced him/her?"
   
   "Where do you think (the candidate) could most improve?"
   
   "What support do you think (the candidate) will need from other team members?"

   Finally, use closed-ended questions (where respondents answer "yes/no")

   "Would you re-hire (the candidate) if circumstances warranted?" (If not, why?)
   
   "Is (the candidate) the sort of person who can work well with others?" (If not, why?}