For some managers, employment references are just a resume tack-on, barely worth a glance. The truth is, checking job references can be invaluable when it comes to thoroughly evaluating your candidates.
OfficeTeam research shows that managers eliminate job candidates from the running at a rate of one in five after contacting their references. But some managers still feel it is a waste of time, not to mention a potential legal risk; in fact, many employers avoid both asking and answering reference check questions because they fear potential lawsuits. In this article, Robert Half's expert career professionals seek to do away with any confusion, and emphasize instead why checking references is an important step in the candidate evaluation process not to be overlooked. The key is to know which questions to ask and to avoid the most common pitfalls.
Here are four tips to keep your reference checks smooth, effective and trouble-free:
1. Ask the right questions
When calling references, try to set a low-key, informal tone from the start and avoid jumping right into your most pressing inquires. References will be more prone to honesty if they are relaxed. So, start with a few basic background questions, such as the candidate’s length of employment, duties and skills, and salary information. Next, move into the tougher questions that will give you a more well rounded assessment of the candidate:
- What are his weaknesses?
- How does she compare to the current worker in the position?
- How often was he absent or late?
- What types of people did she have difficulty working with?
- Would you rehire him in the future?
2. Do it yourself
Many managers are tempted to pass the buck and delegate the task of checking references to someone else on the team. However, no one knows what you’re looking for in a new hire better than you. A candidate’s former or current employer is also likely to take the call more seriously if they’re speaking to a fellow manager.
Robert Half has been finding A-list candidates for companies since 1948. Let us take on the time-consuming steps and the administrative details of bringing a new person on board.
