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Reference checking is an objective evaluation of an applicants past job performance based on information collected from key individuals (e.g., supervisors, peers, subordinates) who have known and worked with the applicant.
A lot of references only say what your job title was and when you worked there. The reference has to be accurate. Your employer cant say anything thats not true. They also have to be fair when they decide what to put in the reference.
Dont ask about a candidates sexuality, age, religion or similar matters. Anything related to personal health. Dont ask about a candidates medical history or the existence of disabilities. You can ask whether the candidate is capable of performing the tasks that the job requires.
Typical Reference Check Questions How do you know the candidate? How did you work with the candidate? How did the candidates employment end? What were the candidates job titles or roles? Did the candidate receive any promotions at this company? Does the candidate possess the job skills required for this position?
The timing from reference check to job offer can vary based on the size of the organization but typically lasts three to five days. At this point in the interview process, potential employers have already identified you as the right talent for their team.
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You shouldnt discuss personal details about an employee, which can include references to her race, religion, age or disability status. Also, you should never discuss ethnic origin, marital status, parenting responsibilities or sexual orientation during a reference request.
Here are several best practices for reference checking that can help improve this important aspect of your hiring process. Dont pass the buck. Take time to prepare before contacting anyone. Pick up the phone. Dont ask close-ended questions. Listen closely for things that are not said. Document the calls. Avoid cold calling.
What Step Is A Reference Check In The Application Process? Conducting a reference check is often the final step a hiring manager or recruiter takes before presenting a job offer to a candidate. They may also conduct a background check and an employment history check, which well cover later on.
HOW TO CONDUCT REFERENCE CHECKS Identify yourself, your title, organization name and tell them you are calling about a reference for a candidate you are considering. Ask if now is a good time to talk or whether they would rather schedule a call at a later time.
Legal Reference Questions Can you verify the details of the candidates employment (start and end dates, salary, position, etc.)? Why did the candidate leave the company? What is your professional relationship to the candidate and how did it begin?

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