Guidelines for Performing Reference Checks
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How to fill out Guidelines For Performing Reference Checks?
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FAQ
Verify the candidate's name. Confirm how they know the candidate. Ask what makes the candidate a good fit. Have the reference rank the candidate. Find out the candidate's strengths and weaknesses. Ask about the candidate's behavior. Take the process seriously. Conduct two verbal checks.
Identify yourself, your title, organization name and tell them you are calling about a reference for a candidate you are considering. Ask if now is a good time to talk or whether they would rather schedule a call at a later time.
What is/was your working relationship with the candidate? How long have you known the candidate? How would you describe the candidate's performance? What do you think are the candidate's strengths? In what areas do you believe the candidate could improve?
Create a word document that contains the reference check questions to attach to the email. Leave adequate space for the reference to provide a response. Personalize the questions to include the candidate's name and any details the reference might need to know to assist them in his/her response.
The highest praise you can give in a reference check is saying something like, 'I would hire this person in a heartbeat. This is a person I want on my team. ' Sometimes reference checkers ask about a candidate's weaknesses or press you to rank the candidate based on other employees.
A reference check can include several steps. The employer could simply verify dates of employment and job titles and dates of attendance at college and the degree attained.In the case of an in-depth check, your references can expect questions similar to those asked of job applicants during an interview.
Prior to An OfferEmployers will reach out to your references prior to offering a job so generally near the end of the hiring process. However, doing a reference check does not imply you will be receiving an offer.
Once you've identified the top two or three candidates through resume screenings and initial interviews, conduct the reference check before offering anyone the position. If the references confirm a candidate's skills, experience, and ability, then conduct a follow-up interview armed with that knowledge.
