Make it clear what you want out of the chat, Step #4. Reference checking allows you to ensure that you are finding the most qualified person who is also a good match for the position. Please answer these questions to the best of your ability, as this information allows us to make an informed hiring decision. Start with the candidate’s responses. You can also subscribe without commenting. “These questions help you understand how to effectively onboard and empower your employee once they join,” says Roberts. Sometimes, candidates will write down people they’re friends with, but haven’t actually worked alongside. Once you’ve applied for the job, gone through the interview process , and submitted a list of professional references , you may be told that a background check is the next (and typically last) step. When is the best time to conduct checks? What was her/his starting and ending salary? Too often, interviewers focus on the big, technical questions. Is there anything I haven't asked that you would like to share with me. We’re here for you. Instead, focus on tighter questions, especially ones that build on the anecdotes your candidate provided. Talk a little about the responsibilities involved, and what type of output you would expect. Prior to making a job offer, a prospective employer is likely to check references. But viewing reference checks as a formality is a mistake, according to Priscilla Claman, ... His first call was to Jane’s former direct supervisor, the COO of her previous company. Some employers refer all requests for references to the Human Resources department, which often doesn't have additional details accessible. Others may be willing to go in-depth and discuss your job performance, your work ethic, your attendance at work, your attitude, and other criteria that are important to a company when considering whether to make a job offer. So your candidate answered all the right questions. Could you confirm starting and ending employment dates? You worked closely together, is that right? See what we’re building for small businesses at, especially as you hire for more senior employees, Step #1. Roberts says this helps them understand why you’re taking up their time to connect. What is the nature of your relationship with the applicant? Did (name) miss a lot of work? Interviewing is intense, and checking references can be too—if you’re doing it properly, that is. Focus on that last question. Did you evaluate (name's) performance? Replies to my comments This will give you enough information to make sure they’re in a position to actually be a good reference. But remember, as a business owner hiring employees, you probably trusted your gut at least a few times along the way. The team loves them, you love them, and you’re ready to sign on the dotted line. “The reference will likely follow up with the candidate and say, ‘I talked to your future manager today, and they sounded great. To ensure management is up to the task, they should be trained, coached, and mentored prior to performing reference checks. For each person that the candidate gave you that was “on list” ask that person when you speak to them for 2 other people they think you should speak with in order to get a … Did (name) supervise other employees? References can provide valuable insight into a candidate’s work style, attitude, successes, and failures in the past. You should also describe specific skills they might need to have, especially technical skills and software programs they should know. In fact, some companies may have a policy that states that managers cannot provide references. Give your candidate guidance on the references you’d like to chat with, instead of having them select a random group of people. What were (name's) strengths and weaknesses as an employee? Provide a brief overview of the position being filled and an estimate of how long the call will take. “Then they’ll provide you with references who can share relevant information and context.”. Say who you are, and why you’re calling. For example, for any candidate applying for a managerial or leadership position at Gusto, Roberts recommends conducting a 360-degree reference. In addition to prior employers, the people you have provided as references may also be contacted. Either way, they're hugely important to making strong hires. Do You Know What Former Employers Can Say About You? 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