It’s practically a given that someone looking to get hired for a job during recruitment will put their best foot forward. Impressing the would-be boss is almost a given no matter what industry or position is at stake. That said, it’s important for hiring managers and recruiters alike to conduct a full assessment as to whether or not the job seeker is actually worth adding to the company or organisation’s roster.
Enter: the reference check. There’s a reason why references are placed on resumes, and even those made “available upon request” are, well, requested. It’s the best possible way to understand the candidate and how they may fit in as an employee.
Reference Checks
As previously mentioned, reference checks are ideal for determining whether a candidate is fit to be hired. They’re best suited to speak on the candidate’s work ethic and soft skills. References are usually previous employers, co-workers and teachers of said candidate. It’s worth noting, of course, that there’s a possibility for subjective information to get passed along.
Individuals and sales recruitment agencies alike will conduct the reference check during the interview process’s later stages. At this point, the candidate in question is a serious contender for the role. It’s worth noting that there are some employers who skip this step, but for the most part, it gets done. This is particularly true for industries that handle sensitive information and/or have a higher security risk involved, such as health care, finance and manufacturing.
Ideal Reference Check Practices
Just hopping on a call to chat with the references of a candidate simply won’t cut it. There has to be a professional approach. Some of the best practices to use in this situation include, but are not limited to:
Inform Applicants/Candidates from the Get-Go
Reference checks should be mentioned from the job posting alone. That way, they will be able to prepare for it instead of being caught off-guard. Ask for more than one name to use as a reference. This can be done either in the job application form or once they’ve passed the initial screening stage.
Make Sure the Candidate Consents to the Reference Check
Mentioning the reference check in the job posting is one thing. However, getting explicit consent is just as important. Ask them if they consent to their references being reached out to. It can be done before the interview, or as a part of it.
Inform References That Their Answers Are Confidential
During the start of every conversation, the candidate’s reference must be assured of confidentiality. That way, the conversation can be more straightforward. In some cases, this can make all the difference as to just how transparent the other person will be.
Conclusion
Understandably, people looking to get hired for a job will be at their very best. A good way to get a more balanced view is through the reference check, reaching out to the likes of former employers to get their opinion about the candidate. Ideal practices during this phase include being upfront about reference checks from the get-go, making sure the candidates consent and informing references that their answers are confidential.
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