How reference checks can help select the right candidature?

Reference checking can be a valuable human resource management tool for gathering information on past performance of applicants. Past performance may be a strong predictor of future performance. A reference check can also serve as a method for preventing discrimination, harassment or violence in the workplace, and for promoting a safe work environment for current and future employees.

Reference checks should be conducted for all new employees. Reference checks can serve as an important part of the selection process. Thus an investment in this process can help reduce costs. Reference checking also helps to screen a good fit for the job, thereby avoiding probation failures and ensuring the hire of a successful employee. (1)

Why perform reference checks?

These checks help you confirm information on the candidate's application form and resume. You will also gain greater insights into the candidate's skills, knowledge and abilities from someone who has actually observed the candidate perform.

It is important that during the interview process, you obtain consent from the applicant to contact their references and ask employment-related questions. A common mistake managers often make is asking candidates to choose their references.  Instead, you can inform the candidates that you wish to speak to the people who actually supervised them.It is a good practice to speak to two or three work-related references. If the candidates’ current employers do not know they are seeking work elsewhere, then it would be a better idea to contact the previous employer(s).

A pre-planned list of questions comes in handy while you make calls to check references on potential hires. It gives a consistent framework for decision making as well.
All questions need to be job-related and legal. It is not advisable to ask questions during a reference check that you are prohibited from asking during an interview. (2)

How to do a reference check?

Approaching a past employer on the phone can be tricky and awkward. For legal reasons some managers are instructed not to give job references. If this is the case ask if they can at least confirm the information that the applicant has given, such as position and length of employment.

If the employer is more willing to discuss the employees’ performance then have a set of questions ready to ask. To help keep the interaction going smoothly consider the following:

• Attain permission from the applicant to contact anyone on the list of references. Do not limit references to employers only. Volunteer work, teachers, and personal references can offer additional information.
• If possible make an appointment. Allow adequate time so that the conversation is not rushed.
• Approach the previous employer with confidence, and try to put them at ease.
• Start by asking questions that are direct yes or no responses, and then build up to the more in depth open ended questions.
• Make sure to speak to the correct person. They should have had a minimum 2 months experience with the applicant to be able to provide any valuable insight.
• Always ask if the previous employer would rehire the applicant. This simple question can really sum up the overall feeling the employer has regarding the applicant.
• Read between the lines, many people are not going to be completely forthcoming with their opinion. Listen carefully to how the person speaks. Are they hesitant, do they seem too positive, or too negative? These are all keys to what they really think.

Doing a thorough job on employee reference checks can help management avoid hiring the wrong person. References provide valuable information about how an individual will perform in different situations. Take the time to follow the steps and get the most benefit out of reference checks. (3)

- Suniet Bezbaroowa (views expressed in the article are that of the author)