How to Conduct Effective Reference Check Interviews

Have you found a candidate who could be “the one”? Hold the phone. Before you pull the trigger there is one more crucial step to take: conducting thorough and effective reference check interviews.

Reference check interviews are one of the final stages of the interview process. Once final candidates are selected, it’s time to reach out, do due diligence, and obtain any additional details relevant to a candidate’s qualifications or fit before you make a final decision. No matter how certain you may feel about a candidate’s viability, it is vital to conduct in-depth reference interviews as another reference point in the process.

To that end, reference interviews should be conducted prior to extending an offer, though in certain cases, depending on timing, you may make an offer contingent on references.

Keys to Conducting Effective Reference Check Interviews

The reference interview is an opportunity for the hiring manger to speak directly with a former manager of the potential hire, and obtain additional detail on that candidate’s work history, professional relationships, and performance. In addition to helping you determine whether in fact a candidate truly is “the one,” reference interviews will also provide insight into how that candidate is best managed and where you may need to provide additional support or training.

Candidates typically provide references who they trust will provide a positive review of their performance and overall intrinsic qualities. To move beyond this built-in bias, probe references to provide specific examples of successes and failures, and give details on how the candidate responded to each specific situation. This will allow you to get a deeper understanding of the overall picture, and obtain much more in-depth information on the candidate.

Just as you would for a candidate interview, be sure to take the time to actively prepare for a reference interview.

1. Schedule reference checks in advance: Many times, hiring managers will simply call references out of the blue, and the individuals are caught off guard or rushed into answers. Take the time to coordinate a time to speak with the reference to ensure they’re prepared and that you have their full attention.
2. Create a specific list of questions to ask the reference: Use the general example questions below as a foundation, but be sure to supplement them with your own questions, based on feedback from candidate interviews.

Sample Reference Check Interview Questions

To conduct an effective reference check and make sure you get all the information you need, create a list of standard questions beforehand around the following topics:

• Background: How long have you known the candidate? In what context? Etc.
• Candidate Job History: To what position did the candidate report? What roles (if any) reported directly into the candidate? Describe the candidate’s general responsibilities and his or her performance in the role. Describe any key achievements or discrepancies that occurred. Etc.
• Professional Relationships: How was the candidate regarded by superiors, clients, peers, subordinates, etc?
• Qualifications and Fit: What do you consider the candidate’s key strengths/weaknesses to be? How would he or she best be managed? Do you have any concerns about the candidate’s ability to succeed in the role we are considering them for? Etc.

In addition, always allow the reference the opportunity to provide anything else they would like to add.

For a more complete list of sample reference check questions, see our eBook, Get More Talent! How to Build the Talent Factory Your Company Needs to Scale.

Backdoor References

Keep in mind that references are not the end-all for the decision-making process as it pertains to hiring a candidate. If you have the opportunity, a backdoor reference can provide insight about a candidate without being a formal reference check. This can be someone you know who has worked with the candidate or perhaps a credible common connection. If you cannot be directly introduced, reach out to a common connection to ask whether they would be open to having a conversation.

Note: Unless provided as a reference directly from the candidate, do not engage with someone from the candidate’s current company as it may jeopardize their job and reputation, as well as the reputation of you and your company.

Take the Next Step: Download the Free eBook

Help your company overcome one of the greatest challenges to growing a successful business: acquiring top talent.

Download this free eBook and learn how to:

• Assemble and manage a successful, high-output talent team
• Execute the six phases of an effective recruiting process
• Leverage the best recruiting tools and technology in the industry
• Establish the key metrics you need to measure to regularly improve your talent factory

 

Photo by: Peddhapati