The 3 must-asks: Make reference checks work for you
- LabourGains Staff
- Jun 15, 2023
- 2 min read
Updated: Oct 27, 2023
Are you doing reference checks simply because you feel you have to, but doubt their value?
Anybody can interview well. In fact, I would argue that psychopaths make the best candidates because of their ability to dissociate from the emotion of the process and simply follow the formula or telling you what you want to hear (after all, you've laid it out for them in the job ad).
Reference checks are the single most critical part of the hiring process, because this is the only time you will get less biased feedback about a candidate that you like. The key is to ask the right questions and phrase them in a way that will allow the referee to offer a candid, guilt-free response, to get at the heart of the candidate's skills, attitude, and effort.
Equally important as how you ask the question, is the manner in which they respond (not just what they say). People don't like to speak ill of others when the expectation is for positivity, additionally, some business owners might be worried about liability or retaliation if they give a negative review. If they laugh uncomfortably, their voice goes up or gets faster, they use lukewarm language, pause, stumble over their words, or change the course of their response mid-statement, these could all be signs of hiding an unflattering review.
The three must asks in any reference check, with examples on how to better phrase:
SKILLS
1. What you want to ask: "Are there any reasons I shouldn't hire this candidate?"
What you should ask: "What skills can this candidate use the most support in developing?"
ATTITUDE
2. What you want to ask: "Do they have any attitude issues I should know about?"
What you should ask: "Did they fit in well with your workplace culture? What types of people did they find the greatest challenge working with?"
EFFORT
3. What you want to ask: "Are they reliable? Did they show up and put in an honest day's work?"
What you should ask: "On a scale of 1-5, where would you rate their attendance and performance, on a week to week basis?"
Ask these three questions in addition to confirming their duties and responsibilities, and any other questions you may have, and I guarantee you'll have a more fulsome picture of a candidate before you commit any valuable time, money, and energy.
Hire a job well done!
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