How Do You Check a Candidate’s References?

You're looking for a new employee and have narrowed down the candidates based on resumes and several rounds of interviews. Now is the time to make a job offer, right?

Not yet, because it's time to examine your references, of course, you could believe whatever the candidate says, but due diligence says that you should get feedback from supervisors they've worked for in the past.

Reference checks: The good and the bad

Obtaining references from former employers of your top job seekers isn't as simple as it once was. Since managers are aware that disclosing too much or too little information about former employees and their work histories can result in legal ramifications, they are becoming increasingly cautious about what they say and how much they say about them.

Due to these possible issues when checking references, hiring managers may be tempted to rush through the process or skip it entirely to rapidly fill a position, especially if they are in danger of losing top candidates to other organisations. Even in a competitive candidate market, acquiring reliable information from a job seeker's previous boss is critical before hiring someone.

Review the following reference check guidelines, example questions, and potential red flags to make the process easier on yourself.

When it comes to checking references, there are several best practices to follow:

Inform the candidate that you will check their references. Notifying candidates that you will be checking their references will help ensure that the answers they provide you during the interview are accurate.
Do not delegate the reference check. It's best to conduct the job reference check yourself if the potential employee reports directly to you. You know the job best, and you will almost certainly have follow-up questions that others would not consider. Furthermore, calling someone on your level may establish a sense of camaraderie, resulting in more candid and detailed responses. Checking references is also a great approach to receiving advice from a previous supervisor on how to best manage the person.
Begin with the candidate's responses. You can get a good starting point on your reference checks by asking applicants what their former employer is likely to say about them. You can start by saying, "Ahmad says you think he was a great performer recognised for being a consummate team member," and let the employer handle the rest.

Questions to ask during a reference check

Your questions will vary depending on the open position's requirements and what you addressed in the interview, but here are some general reference check questions to think about:

What were the primary responsibilities of the candidate?
What are their most notable qualities or skills?
What was their most significant achievement?
What type of extra training do you think they would benefit from?
How did they react to constructive criticism?
Would you rehire the candidate? Why (or why not)?
What are their weaknesses?
Is there anybody else you'd suggest I should talk to?

Watch out for the red flags

Watch out for the following five red flags when collecting input from your top prospects' prior employers:

Negative feedback. If a reference does not give an applicant a positive impression, it's a red sign. Don't stop there, though. To find out why, ask probing questions. For instance, you might suspect that a former supervisor or boss is providing you with a terrible reference that is not really deserved, possibly because of past personal issues. Conduct more reference checks with other contacts to confirm or dispute the feedback.
'Don't call this one.' It's a red flag if an applicant provides references and then suggests that you shouldn't contact certain people on the list. Similarly, if you verify references and realise you've been provided with the wrong phone number, something is probably wrong. But, do not jump to conclusions. Let the candidate provide updated and accurate contact information.
Just-the-fact references. Some employers may provide factual references only, such as confirming a candidate's identity, job title, and dates of employment. This could mean a less-than-stellar job history, or it could just be that you're working with a company whose policies prevent you from going into detail. Replace open-ended questions such as "In which areas did they thrive on the job?" with more straightforward questions such as "Would you rehire this person if you had the chance?" A more straightforward question can persuade hesitant references to open up.
Inconsistencies. It is not a good sign if a former supervisor tells you something during the reference check that contradicts what the applicant said on their resume or during the interview. Ask the reference a few more straightforward questions to ensure you're not misinterpreting the response. You may wish to provide the candidate with an opportunity to explain, depending on the extent of the discrepancies.
Excessively positive references. There's a chance that the feedback you receive is a little too good to be true. If you ask the right questions, honest references will open up about their former employee's qualities and faults. If the reference could not think of a single thing the candidate could do better, it's possible they are not giving you the whole picture.

Despite the time commitment, you should always conduct reference checks. The more time and effort you put into vetting a candidate upfront, the more likely you will make a good hire or avoid a terrible one.

Source: Robert Half