Reference Checks: The Do’s and Don’ts

So you think you’ve found the perfect candidate for the vacant position at your company. They are qualified, have the right experience and personality, and overall seem like they’ll be a great fit. But can you be so sure that you’ve gotten an accurate impression of them from just the interview? The answer is usually no. It often can be impossible to tell what a job candidate is really like unless you’ve done a reference check. Reference checks ensure that your applicant has told the truth on their resume and that they are of good character.

Reference Checks

It often can be impossible to tell what a job candidate is really like unless you’ve done a reference check. Reference checks ensure that your applicant has told the truth on their resume and that they are of good character.

Do’s and Don’ts of Reference Checks

Many employers make the mistake of only checking the references listed on the application. However, this can often leave you with a skewed impression as well – since the applicant obviously would not list anyone who would speak poorly of them. A comprehensive reference check includes calls to past employers, co-workers, and management at previous places of employment as well. Speaking to a variety of people who knew your applicant in a professional setting is a good way to gauge how they will fit in at your business.

Reference Check Tips and Tricks

Asking the right people the right questions allows you to get the most out of your reference checks. Here are a few tips to consider when doing reference checks:

  • Know what questions are off limits. For example, you cannot legally ask about your candidate’s religion, sex, marital status, or race in a reference check.
  • Determine what your candidate’s general responsibilities were at his or her previous position and how the reference worked with them on a daily basis. Be sure to tie in the new position, asking how these skills would translate to the new job.
  • Use lines that provoke more than just factual answers and go beyond simple yes-or-no questions. Many references will be concerned with saying the right thing and being nice – you want to get the real story.
  • Close with an open-ended question like, “Is there anything else you’d like me to know about [Name]?” This will give the reference a chance to speak openly and honestly about the candidate.

ALL ABOUT AIR PRE-HIRE

AIR Pre-Hire in Reisterstown, MD, conducts accurate and verified universal background screening, so you will have thorough background checks on your employees. Here at AIR Pre-Hire we don’t simply check the basic information, we dig deep to identify inconsistencies and make sure your potential employees (as well as existing employees) are acceptable for hire. This is the human element of our custom pre-screening service. You can count on us for timely, verified pre-screening and employee re-screening.

Learn more by visiting our website www.air-prehire.com or calling us at 1-800-469-4473. Check us out on FacebookTwitterGoogle+, and Pinterest as well.

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