The Best Questions to Ask a Candidate's References

Checking the information on a potential employee’s resume helps prevent the risk of hiring the wrong person. By talking to an individual’s references, you have the chance to collect more information about the person and their work ethic. While you discuss the candidate with the provided contacts, clarify specific claims with carefully chosen questions that help you evaluate the information and verify the individual’s ability to manage the tasks ahead.

 

1. What is your relationship with the candidate?

A candidate’s connection to their references provides a specific perspective on the topic. For instance, a previous manager will have insight into the person's work ethic and the way that they responded to mistakes at work. On the other hand, a colleague might help determine the person's ability to work on a team and the way that they interacted with peers.

The candidate’s relationship to their references also allows you to see the individual’s point of view on other questions. It tells you where the individual observed the candidate so that you have a frame of reference for the person’s answers.

 

2. How long have you known the candidate?

A long-term relationship provides better insight into the candidate’s work ethic, abilities, and interests. It also verifies information on a resume or application, which helps determine if the candidate exaggerates or lies on their experience.

 

3. What are their strengths and weaknesses?

Candidates do not always recognise their weaknesses or their strengths. In some cases, a third party helps identify the strengths and weaknesses that a candidate misses in an interview.

A reference will also explain the way that weaknesses affect the candidate’s ability to handle specific tasks or the way that teammates helped balance weaknesses in the past. The question also recognises the strengths of a candidate and the way that strength improves a team’s dynamic, efficiency, or ability to accomplish specific tasks.

 

4. Would you trust them with money, children, or fragile individuals?

Depending on the nature of the position, the specific concern you want to address will differ. For instance, if the individual will work with older adults who might have physical or mental health concerns, then they need a compassionate and patient personality. The same is true when working with young children. For companies that work with large amounts of money, the concern focuses on the financial aspects, and a trustworthy employee will select investments with risk management in mind.

You must be able to trust the candidate.

5. How do they relate to clients or co-workers? 

Relationships within the office provide a preview of the way a person works with clients. It also helps determine if the candidate has the skills to take on specific positions in a company.

While it is not required for a candidate to get along with every co-worker each day, you do not want an employee who continually causes conflict at work. Ideally, a candidate will relate well with others and discuss disputes calmly and maturely.

 

6. How did the candidate respond to stressful situations? 

Stressful situations arise in any job or position. Upcoming deadlines, conflicts with peers, client dissatisfaction, or even an upcoming performance review adds stress to an employee’s day. The way that a candidate manages stressful situations helps determine if an individual has the skills you need for a specific position.

Be wary of candidates who handle stress with anger, conflict or inappropriate behaviours. Walk away from candidates who manage stress in harmful or improper ways.

 

7. Would you hire the candidate?

Suppose the reference is a previous employer or manager. In that case, asking whether the individual would hire the candidate for the same position helps summarise the entire conversation in one question. It determines if the candidate has a strong work ethic, gets along well with peers, and can handle different tasks at work.

If the reference says that they would not hire the candidate, ask for a reason. Please do not assume that the reason stems from poor work ethic, since it may also come from the individual’s decision to leave a place of employment at an inconvenient moment.

 

Hiring new employees always raise questions and concerns. Every candidate will have different strengths, weaknesses, and skills that help a company grow and thrive. Luckily, discussions with their references can help you find out the best candidate for a specific position.

Source: ERE

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