Top 5 Reference Check Questions – In today’s workplace, a reference check can go one of two ways: You either prove that the candidate has the extraordinary skills and experience they say they have, or you find something disappointing.
To cut through any lies and exaggerations—and find honest, qualified candidates—you need to include reference checks in your candidate screening process. Here’s our guide on how to do it quickly, easily and painlessly
Top 5 Reference Check Questions
You might not want to believe that anyone would lie on their CV, but a staggering 92.5% of UK workers surveyed have. Most workers lied about the length of their past employment, gaps in employment, or their previous salary increases.
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You might think so, but the truth is, 71.6% of workers got the job they applied for as a result of their lies – meaning they were kept out of it.
Does this eventually lead to their termination, causing the employer to go through the hiring process again?
A reference check is when a hiring manager, recruiter, or employer contacts a job candidate’s former workplace to learn more about the candidate’s performance and skills. The purpose of the background check is to ensure that the candidate is qualified for the position the employer is seeking to fill.
During the background check, the hiring manager will verify the information the applicant has submitted on their CV. They can dig a little deeper into the employer’s experience with the candidate by asking about what the candidate has:
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Conducting a reference check is often the last step a hiring manager or employer takes before offering a job to a candidate. They may also do a background check and work history check, which we’ll cover later.
Typically, the hiring manager will conduct a background check with the applicant’s former manager or direct supervisor. But it doesn’t always happen.
For example, if the candidate is waiting for a supervisor position, the hiring manager can get a better idea of their leadership qualities than they have previously managed.
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Reference checks and background checks run alongside the hiring process. An interview-style check of a candidate’s past job performance is a reference check, a background check is a fact-finding mission.
If you need more insight into a candidate’s work experience, you may want to run a work history test on them. As the name suggests, this check details an employee’s extensive and comprehensive work experience. A basic work history check will tell you:
There are several services that offer in-depth employment history checks for employers who want more information about a candidate. In addition to the previously mentioned information, a more detailed examination can tell you:
What questions work best in the first, second or third interview? We have compiled some of HR’s favorite interview questions for you to enjoy and practice on your own. Download for free today.
What Do Employers Ask In A Reference Check?
First and foremost, get the candidate’s permission to contact their previous employers. Ideally, you will get a certificate from the applicant’s most recent employer – but this is not always possible.
If the candidate is currently employed, their employer may not know that they want to leave the company. You don’t want to put the candidate in an uncomfortable position at their current workplace, even if they leave soon.
Contact those involved in the interview and hiring process to see what questions or concerns they have about the candidate. Make sure everyone is comfortable and confident with the new lease to make the transition as smooth as possible.
Establish your list of questions before you start your reference check. They will be tailored to the candidate, the position, and any questions that arise during the interview process. Ask specific, open-ended questions that leave no room for vague answers.
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Checking a candidate’s credentials is one of the last steps you take before making them a job offer. Before that, however, you may have to wade through a sea of applications.
You’ve posted your job ad and applications are pouring in. Now, it’s time to pre-screen. At this stage, eliminate any candidates who lack the basic qualifications needed to succeed in the position, such as education or business experience.
Next, review the remaining candidates who have skills and experience that set them apart from the rest. Have they worked for reputable organizations within your industry? Have they been recognized for their work in trade publications or won any awards?
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Telephone interviews are an easy and cost-effective way to narrow down the right candidates. They help employers get a feel for a candidate’s communication style, sense of humor, listening skills, and more. Phone interviews are typically used to discuss the candidate’s education, experience, and job expectations, employment level, and salary, so that they are on the same page as the employer.
Depending on your company and structure, the hiring manager, leadership, or panel, in person or via video, may be in the pre-screening phase of the interview. This level dives deeper into the candidate’s previous knowledge and how they will apply it to their new position. This not only tests their technical skills and qualifications but also gives the hiring manager (or team members present) a better understanding of the candidate’s soft skills and how well they will fit into your workplace culture.
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Once you’ve decided on your top candidates, you may want to check their skills and experience. Pre-employment testing doesn’t work for every job and industry, but if possible, it’s a great way to see how a candidate will perform once hired.
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At this point, you should have a good candidate (or two). To make sure you’re hiring right the first time, do a background check to verify their credentials, education, and other details as mentioned earlier in this article. Title, company they worked for and other relevant information.
Once you’ve verified that the candidate is who they say they are, along with their experience and background, it’s time to check their credentials.
Request a list of references from the candidate, make sure you have permission to reach them, and contact one or three of them to get their opinion on the candidate.
By incorporating reference checks into your hiring process, you’ll be able to verify your candidate’s qualifications, clarify any questions you have about their work experience, and hopefully boost their confidence. As a dental office manager, part of your role may include overseeing the work life cycle of your staff. There are six distinct phases: attraction, recruitment, onboarding, development, retention and separation. One of the most important stages is recruitment. You want to attract the right employee who fits your current team, has the same goals as your office, and shares the same values and workplace culture. While the probationary period is a good way to determine suitability, a reference check on an applicant’s previous office will provide insight into how they function in a work environment before making a hiring decision. Here are my top 5 truth-seeking questions
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How did the candidate know? This question gives the former employer an opportunity to talk about their working relationship. Example: She was my hygienist for x number of years or she was an administrator in my office and we worked closely while they worked.
How did the applicant get along with their colleagues/managers? Creating a team is a delicate process: you can’t just throw anyone together, otherwise it can throw off the balance. You want to make sure that the candidate is a skilled team player and able to build good working relationships with their colleagues and respect management.
Was the candidate a good communicator? It is important for an employee to be able to communicate openly and honestly. If an employee is unhappy, they should feel comfortable advocating for themselves instead of simply giving up and looking for another job. If an employee wants a raise, additional training or has concerns, I want them to choose to contact me instead of assuming they’re satisfied or worried they’re leaving.
How can I manage this candidate successfully? This should give you a good insight into your candidate’s professional love language. Are they independent and self-motivated or do they need a manager or system to keep them on top of their daily responsibilities? What’s important to them and how you can make it happen