Expert's Guide: How to Check Employment References Thoroughly

Employment references are a crucial part of the hiring process, as they provide potential employers with valuable insights into a candidate’s work history, performance, and character. As an employer, checking employment references can help you make informed hiring decisions and reduce the risk of making a bad hire.

There are several ways to check employment references, including contacting the candidate’s former supervisors and colleagues, as well as conducting a reference check through a professional service. It is important to tailor your reference checking process to the specific position and candidate, and to follow up on all references provided.

By following these tips, you can ensure that you are getting the most out of your employment reference checks and making informed hiring decisions.

1. Contact

Reaching out to the candidate’s former supervisors and colleagues is a crucial step in the employment reference checking process, as it allows you to gather first-hand information about the candidate’s work history, performance, and character.

• Verify Employment: Contacting former supervisors can help you verify the candidate’s job title, responsibilities, and dates of employment. This information can help you assess the candidate’s experience and qualifications for the position you are hiring for.
• Assess Performance: Former supervisors can also provide valuable insights into the candidate’s performance. Ask specific questions about the candidate’s work ethic, productivity, and ability to meet deadlines. This information can help you gauge the candidate’s potential for success in your organization.
• Evaluate Character: Colleagues can provide insights into the candidate’s character and interpersonal skills. Ask questions about the candidate’s teamwork skills, communication style, and ability to work under pressure. This information can help you assess the candidate’s fit for your company culture.
• Uncover Red Flags: Reaching out to former supervisors and colleagues can also help you uncover any red flags that may not be apparent from the candidate’s resume or cover letter. For example, if multiple former colleagues mention that the candidate had difficulty working with others, this may be a sign that the candidate is not a good fit for your team.

Overall, contacting the candidate’s former supervisors and colleagues is an essential step in the employment reference checking process. By gathering first-hand information from those who have worked closely with the candidate, you can make informed hiring decisions and reduce the risk of making a bad hire.

2. Verify

Verifying the candidate’s job title, responsibilities, and dates of employment is a critical component of the employment reference checking process. This information helps employers assess the candidate’s experience and qualifications for the position they are hiring for.

For example, if a candidate claims to have been a “Marketing Manager” at their previous company, but their reference check reveals that they were actually a “Marketing Assistant,” this could be a red flag that the candidate is not being truthful about their experience.

In addition, verifying the candidate’s dates of employment can help employers identify any gaps in employment history. These gaps could be due to a variety of reasons, such as unemployment, self-employment, or military service. However, it is important to investigate these gaps to ensure that the candidate is not hiding any negative information.

Overall, verifying the candidate’s job title, responsibilities, and dates of employment is an essential step in the employment reference checking process. This information can help employers make informed hiring decisions and reduce the risk of making a bad hire.

3. Assess

Assessing the candidate’s performance, work ethic, and interpersonal skills is a crucial aspect of the employment reference checking process. By asking specific questions about these areas, employers can gain valuable insights into the candidate’s strengths and weaknesses.

• Performance

  When assessing a candidate’s performance, employers should ask questions about the candidate’s ability to meet deadlines, achieve goals, and handle pressure. They should also ask about the candidate’s specific accomplishments and contributions to their previous role.

• Work Ethic

  Questions about work ethic can help employers assess the candidate’s willingness to work hard, their dedication to their job, and their ability to work independently. Employers should ask about the candidate’s typical work hours, their approach to completing tasks, and their ability to handle multiple projects simultaneously.

• Interpersonal Skills

  Interpersonal skills are essential for success in any workplace. Employers should ask questions about the candidate’s ability to work well with others, their communication skills, and their ability to resolve conflict. They should also ask about the candidate’s experience working in a team environment.

• Culture Add

  In addition to the above, it is also important to assess whether the candidate is a good culture add for your company. Ask questions about the candidate’s values, their work style, and their interests. This information can help you determine whether the candidate is a good fit for your company culture.

By asking specific questions about the candidate’s performance, work ethic, and interpersonal skills, employers can gain valuable insights into the candidate’s strengths and weaknesses. This information can help employers make informed hiring decisions and reduce the risk of making a bad hire.

4. Follow Up

Contacting all references provided, even if the candidate has not listed them, is an essential step in the employment reference checking process. This is because candidates may only provide references that they know will give them a positive review. By contacting all references, employers can get a more well-rounded view of the candidate’s performance and work history.

For example, if a candidate only provides references from their current supervisor and colleagues, the employer may not get a complete picture of the candidate’s work history. The candidate may have had a negative experience with a previous employer, and they may have chosen not to list that employer as a reference. By contacting all references, the employer can get a more complete picture of the candidate’s work history and make a more informed hiring decision.

In addition, contacting all references can help employers identify any red flags that may not be apparent from the candidate’s resume or cover letter. For example, if multiple references mention that the candidate had difficulty working with others, this may be a sign that the candidate is not a good fit for the company culture.

Overall, contacting all references provided is an essential step in the employment reference checking process. This step can help employers make informed hiring decisions and reduce the risk of making a bad hire.

5. Consider

Making an informed hiring decision is the ultimate goal of the employment reference checking process. The information gathered from references can provide valuable insights into a candidate’s work history, performance, and character. This information can help employers make better hiring decisions and reduce the risk of making a bad hire.

For example, if an employer is considering two candidates for a position, and one candidate has positive references that speak to their strong work ethic, teamwork skills, and attention to detail, while the other candidate has negative references that mention difficulty working with others and a lack of motivation, the employer is more likely to make an informed decision by choosing the first candidate.

In addition to helping employers make better hiring decisions, the information gathered from employment references can also help employers identify red flags that may not be apparent from the candidate’s resume or cover letter. For example, if multiple references mention that a candidate has a history of being late to work or missing deadlines, this may be a red flag that the candidate is not reliable or organized. This information can help employers make an informed decision about whether or not to hire the candidate.

Overall, making an informed hiring decision is an essential part of the employment reference checking process. The information gathered from references can provide valuable insights into a candidate’s work history, performance, and character. This information can help employers make better hiring decisions and reduce the risk of making a bad hire.

FAQs

Employment references are a crucial part of the hiring process, as they provide potential employers with valuable insights into a candidate’s work history, performance, and character. Checking employment references can help employers make informed hiring decisions and reduce the risk of making a bad hire. Here are answers to some frequently asked questions about how to check employment references:

Question 1: What are the different ways to check employment references?

There are several ways to check employment references, including contacting the candidate’s former supervisors and colleagues, conducting a reference check through a professional service, and using social media to gather information about the candidate.

Question 2: What are some specific questions to ask when checking employment references?

When checking employment references, it is important to ask specific questions about the candidate’s performance, work ethic, and interpersonal skills. Some specific questions to ask include:

• Can you confirm the candidate’s job title, responsibilities, and dates of employment?
• How would you rate the candidate’s overall performance?
• What were the candidate’s strengths and weaknesses?
• Did the candidate work well with others?
• Would you rehire this candidate?

Question 3: How can I verify the information provided by the candidate?

It is important to verify the information provided by the candidate by contacting the references provided and asking specific questions. You can also use social media to gather information about the candidate, such as their work history and professional affiliations.

Question 4: What should I do if I receive negative information about a candidate?

If you receive negative information about a candidate, it is important to take it seriously. You should investigate the information further and contact the candidate to give them an opportunity to explain. You should also weigh the negative information against the positive information you have gathered about the candidate.

Question 5: How can I make an informed hiring decision based on employment references?

When making an informed hiring decision, it is important to consider all of the information you have gathered about the candidate, including their employment references. You should weigh the positive and negative information and make a decision based on the candidate’s overall qualifications and fit for the position.

Question 6: What are some common mistakes to avoid when checking employment references?

Some common mistakes to avoid when checking employment references include:

• Not contacting all of the references provided by the candidate.
• Not asking specific questions about the candidate’s performance and work ethic.
• Not following up on negative information.
• Making a hiring decision based solely on employment references.

Checking employment references is an essential part of the hiring process. By following these tips, you can ensure that you are getting the most out of your employment reference checks and making informed hiring decisions.

Transition to the next article section: Importance and Benefits of Checking Employment References

Tips for Checking Employment References

Employment references are a valuable tool for employers to assess the qualifications and suitability of job candidates. Here are some tips for checking employment references effectively:

Tip 1: Contact all references provided.

Do not rely solely on the references listed on the candidate’s resume or application. Contact all references provided, even if the candidate has not listed them. This will help you get a more well-rounded view of the candidate’s work history and performance.

Tip 2: Ask specific questions.

When contacting references, ask specific questions about the candidate’s performance, work ethic, and interpersonal skills. Avoid general questions that can be answered with a simple “yes” or “no.” Instead, ask questions that require the reference to provide details and examples.

Tip 3: Follow up on negative information.

If you receive negative information about a candidate from a reference, do not ignore it. Contact the candidate to give them an opportunity to explain the situation. You should also investigate the information further to determine if it is accurate and relevant.

Tip 4: Verify the information provided.

Do not take the information provided by the candidate or the references at face value. Verify the information by contacting the candidate’s former employers and colleagues. You can also use social media to gather information about the candidate, such as their work history and professional affiliations.

Tip 5: Make an informed decision.

When making a hiring decision, consider all of the information you have gathered about the candidate, including their employment references. Weigh the positive and negative information and make a decision based on the candidate’s overall qualifications and fit for the position.

Summary of key takeaways:

• Contact all references provided.
• Ask specific questions.
• Follow up on negative information.
• Verify the information provided.
• Make an informed decision.

Transition to the article’s conclusion:

By following these tips, you can ensure that you are getting the most out of your employment reference checks and making informed hiring decisions.

Final Thoughts on Checking Employment References

Employment references are an essential tool for employers to assess the qualifications and suitability of job candidates. By following the tips outlined in this article, you can ensure that you are getting the most out of your employment reference checks and making informed hiring decisions.

Here are some key points to remember:

• Contact all references provided by the candidate.
• Ask specific questions about the candidate’s performance, work ethic, and interpersonal skills.
• Follow up on any negative information you receive.
• Verify the information provided by the candidate and the references.
• Make a hiring decision based on all of the information you have gathered, including the employment references.

By following these steps, you can increase your chances of making a good hiring decision and finding the best possible candidate for the job.