Looking to streamline your hiring process? Check out these top reference check questions to ensure that you hire the right candidate for the job.
Although it can often be time-consuming, conducting a thorough reference check should become an integral part of any hiring process. This can involve asking the candidate for references and asking the references specific reference check questions, such as their opinion about the candidate’s aptitude, reliability, and attitude.
It’s also a good idea to verify the details the candidate has supplied about their past working experience with these references.
By taking the time to identify potential “red flags” by asking the right reference check questions and collecting feedback from references, you are less likely to run into any nasty surprises soon after they start working in your organization.
However, the truth is it’s not always easy to get answers to crucial reference check questions when you need them. That’s why, in addition to our automated reference checking software, we’ve put together this post to break down the top reference questions you need to ask to make sure you hire the right candidates for the job.
Reference checks offer a well-rounded view of a candidate and can help to ensure that your pick is the right one. Taking the time to invest in a reference check provides security of a candidate being the right fit, and it’ll be definitely worth it in the long run
When carrying out a reference check, it’s wise to include questions that are tailored to the job that the candidate applied for. This helps you to gain an insight into the strengths and skills that the candidate has for the role, as well as an overall picture of the candidate personally. Some example reference check questions might include: “What was the candidate’s greatest strength in this job?” or “What motivated the candidate to accomplish tasks?”.
No role should be exempt from reference checks, from entry-level employees to executives. Every employee who’s been employed through misrepresentation is bound to cause some issues and potential risks, ranging from negligible to disastrous.
Put simply, checks should not just be done randomly, simply ticking off ‘yes’ or ‘no’ from a list; otherwise, you might as well skip them. To ensure concreteness in your research, it is important to effectively plan and ask precise, relevant reference check questions tailored to the position.
By following a methodology, you’ll know more about the candidate and merit the resume they’ve sent your way.
The more precise and succinct your question is, the more likely the referee will be able to provide you with an extensive and well-considered response. It is important to ensure your query isn't too lengthy or complex, as it may be difficult for the referee to decipher or remember the whole question by the time they reach the conclusion.
To ensure the best outcome, decide exactly what you would like to ask and remain focused on your goal.
Here’s are a few ideas of questions you make want to use during your next reference check process:
If all this seems like too much for your team to take on, then sign up for HiPeople’s automated reference checking software free trial here.
In order to conduct a reference check effectively, it is essential that you inform the candidate that you will be contacting their references and ask for their permission. Be prepared and organized when contacting references; ask open-ended questions and allow the reference to provide detailed answers.
It’s also important to verify the reference's identity and relationship to the candidate. Not only does this help build trust between both parties, but it opens the door to follow-up questions or concerns that may arise further down the reference check process.
In conclusion, by taking these steps when conducting a reference check, employers are more likely to make well-informed decisions about hiring new team members.
If you’re looking for detailed advice on how to complete an employment reference check form, then check out this article.
Ultimately, reference checking is all about obtaining enough information about a candidate's past employment performance to decide if they are the ideal candidate for the job position.
By obtaining key details from prior employers, such as their work ethic, skills, and capabilities, you can accurately assess the person's suitability for the role.
HiPeople’s automated reference checking software provides a fast and effective solution for this very task, taking just 30 seconds to create an online check and giving you objective, bias-free insights in less than 24 hours. With its lightning-fast speed and ease of use, this HR technology is the perfect way to make sure you're sourcing and onboarding the best possible talent.