Reference Checking
Reference checking is an essential part of the selection process. References provide valuable information about a candidate’s performance, helps you rank candidates, and assists in making your final decision. After completing all interviews, and prior to making a hiring decision and commitment, check the references of the final candidate(s). The following guidelines are offered to assist you in this process:
- You should state during the interview with a job applicant that references will be checked. Do not only rely on letters of reference or personal references provided by the applicant.
- A telephone reference check takes less time than a written reference check and usually more information is gained. Forms may not uncover negative information and employers may hesitate to put into writing what they may say in a conversation.
- The hiring supervisor is usually the best one to make the call because they are most familiar with the information obtained from the candidate and the responsibilities of the job. Supervisors should be prepared with a written list of job-related questions and be consistent in the questions asked Questions concerning race, religion, national origin, ancestry, sex, sexual orientation, marital status, age, or disability cannot be asked.
- When calling a candidate’s reference, identify yourself and tell the reference about the position for which the candidate is being considered.
- To gain as much information as possible let the reference speak without interrupting. Encourage them to talk about everything that would be helpful, but only ask for information that will be used in the hiring decision.
- Ask only job-related questions and document all answers. Avoid questions that can be answered “yes” or “no.” Ask for specific information – “Tell me about this person’s attendance and punctuality."
- If the reference is reluctant to provide information, ask if they will verify the information read from the candidate’s resume or employment application.
- One of the most important questions to get answered is if the organization would consider rehiring the individual and why or why not.
Please note for RBHS positions reference checking takes place during the Pre-Employment Screening process.
Selecting A Finalist
After completing the interview, the hiring manager and search committee should reconvene to review and discuss the takeaways from the candidate’s interviews. Taking consideration the positions job duties and requirements, the candidates experience, interview, and education the committee may come up with one or more finalists. As a best practice the hiring manager should always perform reference checks on their finalist(s) before making a final decision.
Here are a few examples of some factors to consider when selecting a finalist:
- Does the candidate possess the skills necessary to succeed in the position?
- Does the candidate have the education and/or experience needed?
- Does the candidate possess the licenses and/or certificates beneficial for the position?
- Did the candidate communicate clearly and effectively?
- Did the candidate demonstrate they can be a team player?
- Did the candidate express an interest in growth and development?
- How well did the candidate demonstrate the ability to innovate?
- How well would this candidate fit into the department/unit’s culture?
- How well would this candidate deal with the challenges of this position?
Factors will vary due to the job duties, requirements, scope and impact, and level of decision making of the position being recruited for.