Reference checks are a crucial part of the hiring process, especially for senior positions. While interviews can give you a sense of a candidate's skills and qualifications, reference calls allow you to get a more comprehensive picture of their work history, strengths, and weaknesses. However, getting useful information out of reference calls can be challenging. Referrers may be hesitant to say anything negative, even if it's true, and may not always offer the information you need to make an informed decision. In this article, we'll provide you with some effective reference check questions that can help you get the information you need to make a smart hiring decision.
Why Reference Checks Matter
Reference checks are an important tool for assessing a candidate's suitability for a role. They can help you confirm a candidate's employment history, skills, and experience, and provide insight into their strengths and weaknesses. Reference checks can also help you verify the information a candidate has provided on their resume or during the interview process. By speaking to people who have worked with the candidate in the past, you can gain a more comprehensive understanding of their work style, personality, and values.
The Importance of Asking the Right Questions
While reference checks are an important part of the hiring process, they can be challenging to execute effectively. Many referrers may be hesitant to say anything negative about a candidate, even if it's true. To get the most out of your reference calls, it's important to ask the right questions. The right questions can help you get the information you need to make an informed decision and can encourage referrers to provide more detailed, honest responses.
Effective Reference Check Questions
Here are some effective reference check questions that can help you get the information you need:
1. What kind of environment would the candidate really excel in?
This question can help you get a sense of the candidate's work style and personality. By asking referrers to describe the ideal work environment for the candidate, you can get a sense of whether the candidate would be a good fit for your company culture.
2. Of the people you've worked with in this role, is the candidate in the top 90% or the top 1%? If not 1-2%, what distinguished those candidates?
This question can help you assess the candidate's skills and experience in relation to their peers. By asking referrers to compare the candidate to others who have held the same role, you can get a sense of how the candidate stacks up.
3. What was some of the feedback you gave the candidate? How well did they take that feedback?
This question can help you assess the candidate's ability to take constructive criticism and make improvements. By asking referrers to describe the feedback they gave the candidate and how they responded, you can get a sense of the candidate's openness to feedback and willingness to learn and grow.
4. What are some of the things they are world class at?
This question can help you get a sense of the candidate's strengths and areas of expertise. By asking referrers to describe what the candidate excels at, you can get a sense of the candidate's skills and how they could contribute to your team.
5. What motivates them as a person? What motivates them to excel?
This question can help you get a sense of the candidate's values and what drives them. By asking referrers to describe the candidate's motivations, you can get a sense of whether the candidate would be a good fit for your company culture and mission.
Conclusion
Reference checks are an important part of the hiring process, but they can be challenging to execute effectively. By asking the right questions, you can