Post by account_disabled on Mar 10, 2024 23:39:48 GMT -5
When conducting a reference check, ask open-ended questions, but try to ask as specific questions as possible . If your questions are vague or non-specific, you'll get responses like "that's great!", which aren't helpful when making hiring decisions. Below are some questions you can ask when checking references. Tailor them to the specific position you're hiring for and take notes while you're on the phone. Why did the candidate resign? Can you tell me about the relationship he had with you? What about your relationship with other coworkers and managers? Do you think you work better in a team or alone? Can you tell me about the candidate's responsibilities on the job? Can you tell me more about your performance at work? On a scale of 1 to 10, how did the candidate perform overall on their job? What would it take to become a 10? What are your most important achievements? For this position, we need someone who can (two or three key responsibilities. How would he rate it in each of them? Because?Would you hire this candidate again for the same position if you had the opportunity today? Because? What are the candidate's most important strengths.
What are your most important weaknesses? Can you tell me about a difficult situation the candidate has faced at work? How did he deal with it? Tell me a case in which the candidate had a conflict at work. How did you deal with the situation? What would be the most effective method to lead and manage this candidate? Because? What information should I know about the candidate that I haven't asked before? Can you tell me an area where you lack experience or skills? Is there any particular area in which you would need additional training or coaching during the onboarding period? Tell me Brazil Phone Number Data about a case in which the candidate received negative comments. How did he respond? Is there anyone else you would advise me to talk to? Tips to get the most out of reference checking Although reference checks are quite common, sometimes hiring managers rush through them or overlook important aspects of the process. Below, you can see some best practices for reference checks, which will help you create a positive candidate experience and gain enough information about your candidates to make the right hiring decision.
Inform your candidates that you will conduct a reference check To earn the trust of candidates and attract top talent, the hiring process must be clear and transparent from the beginning. Inform candidates from the beginning that you will be checking their references. This will help you achieve several objectives, since It will help you offer a positive candidate experience It will facilitate the hiring process It will discourage candidates from exaggerating their skills on CVs. You will get honest answers during interviews According to Hedd's fraud and qualification verification service , 49% of large companies and 48% of SMEs interviewed candidates who lied about their qualifications on their CVs. 2. Combine reference checking with pre-employment testing Offering your candidates a pre-employment assessment is a great way to get more detailed information about their skills, knowledge and behavior, and when combined with a reference check,The best time to check references is after skills tests and initial interviews, but before making an offer. This way, you can discuss the results with your candidates, if necessary, and make an unbiased decision.