{"id":4514,"date":"2022-11-01T09:22:27","date_gmt":"2022-11-01T16:22:27","guid":{"rendered":"http:\/\/recruitloop.wpengine.com\/?p=4514"},"modified":"2023-05-11T14:53:24","modified_gmt":"2023-05-11T21:53:24","slug":"7-ways-to-really-conduct-a-reference-check","status":"publish","type":"post","link":"https:\/\/www.zippia.com\/employer\/7-ways-to-really-conduct-a-reference-check\/","title":{"rendered":"7 Tips for Conducting a Proper Reference Check"},"content":{"rendered":"<p><!--Skip-->\n<link href=\"https:\/\/static.zippia.com\/galleries\/css\/htgaj.css\" rel=\"stylesheet\"\/>\n<p>A reference check can be the key to finding out if a job candidate is actually the best fit for your organization, but it takes skill to do it effectively. <\/p>\n<p>In this article, we&#8217;ve put together some tips on how to conduct an effective reference check, as well as some examples of questions to ask during this process.<\/p>\n<p><b>Key Takeaways<\/b><\/p>\n<ul class=\"large-bullets\">\n<li>\n<p>Making a poor hire can cost your company three to four times the employee&#8217;s salary.<\/p>\n<\/li>\n<li>\n<p>Prepare questions to ask references that are similar to the ones you asked in the candidate&#8217;s interview.<\/p>\n<\/li>\n<li>\n<p>Do your homework to make sure you aren&#8217;t talking to a fake reference.<\/p>\n<\/li>\n<\/ul>\n<h2 class=\"fancy\" class=\"fancy\" id=\"what-is-a-reference-check\">What Is a Reference Check?<\/h2>\n<p>A reference check is when you contact a job candidate&#8217;s references to find out more about them. <\/p>\n<p>This can be a vital part of the hiring process, as it gives you the opportunity to hear someone else back up (or counter) what the candidate said about themselves in their interview. <\/p>\n<div ckmz=\"zippia\">\n<div class=\"row\" onclick=\"location.href='\/employer\/?src=inlinePostAJob-4514';\" style=\"font-size: 14px;color: #333; background: #fff; width: 100%; border: 1px solid #d8dee2; border-radius: 0 0 5px 5px; padding: 20px; justify-content: space-between;box-shadow: 0 18px 20px -20px rgb(0 0 0 \/ 15%); margin:0px; cursor:pointer;\">\n<div class=\"col-sm-8 col-xs-12\" style=\"-webkit-text-size-adjust: 100%; -webkit-tap-highlight-color: rgba(0,0,0,0); --vh: 12.87px;font-size: 14px;line-height: 1.42857143; color: #333; font-family: Open Sans,serif;font-style: normal; box-sizing: border-box;\">\n<div style=\"display: inline-block;margin-top: 10px;font-weight: 600;font-size: 20px;\">Get Started Hiring Now<\/div>\n<\/div>\n<div class=\"col-sm-4 col-xs-12\" style=\"font-weight: 600;font-size: 16px;line-height: 24px; text-align: center; text-transform: capitalize; color: #fff; background: #ff6000; border-radius: 4px; height: 48px; border: none; font-family: Open Sans,serif; display: -webkit-flex; display: flex; -webkit-justify-content: center; justify-content: center; -webkit-align-items: center; align-items: center;\">\n<a href=\"\/employer\/?src=inlinePostAJob-4514\" style=\"color: white!important;\">Post A Job<\/a>\n<\/div>\n<\/div>\n<\/div>\n<h2 class=\"fancy\" class=\"fancy\" id=\"seven-tips-for-conducting-a-proper-reference-check\">Seven Tips for Conducting a Proper Reference Check<\/h2>\n<ol class=\"ordered-list-large\">\n<li class=\"ordered-list-large-item\">\n<p><b>Take the Reference Checking Process Seriously<\/b><\/p>\n<p>It\u2019s frightening to think of the number of people who will actually bring someone into their organization relying on the feedback gained from a two-minute phone conversation, a two-line email, or even without carrying out any <a href=\"https:\/\/www.zippia.com\/employer\/reference-check-template\/\">reference checks<\/a> at all.<\/p>\n<p>The unfortunate truth is that they\u2019re usually badly burned after 3-6 months of the new employee being on the job.<\/p>\n<p>This is probably a good time to remind you that the cost of a poor hire (someone who leaves because they feel the job isn\u2019t for them or who you need to let go because they\u2019re just not up to scratch) can be as high as 3-4 times their salary.<\/p>\n<p>A very costly exercise indeed.\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Conduct At Least Two Verbal Reference Checks<\/b><\/p>\n<p>There are candidates out there who look great on paper but who perform poorly during interviews. But there are also candidates who perform very well during interviews, but once they are on the job, it\u2019s a different story altogether.<\/p>\n<p><a href=\"https:\/\/www.zippia.com\/employer\/8-resume-and-cover-letter-red-flags\/\">Resumes can be embellished<\/a>, and it\u2019s even possible to become a &#8220;master interviewee&#8221; with a bit of coaching or plenty of practice. The good news is that there is a way for you to ensure that the person you initially discovered on paper and who performed strongly in their interview is actually who they say they are.<\/p>\n<p>Before you bring anybody new into your team you should really carry out two <a href=\"https:\/\/www.zippia.com\/employer\/reference-checks-and-social-media-on-shaky-ground\/\">verbal reference checks<\/a>. It\u2019s the perfect way for you to understand how the candidate really performs on the job (the good and maybe even the not-so-good) before you find out for yourself\u2026 perhaps the hard way.\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Plan Your Questions Carefully<\/b><\/p>\n<p>When you are speaking to a candidate\u2019s former supervisor, please don\u2019t just ask them questions like, <\/p>\n<div class=\"example-answer\">\n<blockquote>\n<ul>\n<li>\n<p>Was she a good staff member? <\/p>\n<li>\n<p>How many sick days did she have?<\/p>\n<\/li>\n<li>\n<p>On a scale of 1-5, how would you describe his integrity?<\/p>\n<\/li>\n<\/li>\n<\/ul>\n<\/blockquote>\n<\/div>\n<p>You\u2019re really not going to learn that much.<\/p>\n<p>You need to think back to the core skills (<a href=\"https:\/\/www.zippia.com\/employer\/your-6-step-job-description-checklist\/\">the job description<\/a>) as well as the core competencies and key success measures (<a href=\"https:\/\/www.zippia.com\/employer\/6-reasons-to-set-success-expectations\/\">the performance profile<\/a>) that you had created for the job.<\/p>\n<p>If during your interview you asked the candidate questions about communication, decision-making, and time management, you should then ask the reference (ideally the candidate\u2019s former boss) exactly the same questions.<\/p>\n<div class=\"example-answer\">\n<blockquote>\n<ul>\n<li>\n<p>When did Nick ever have to &#8220;sell&#8221; an idea to a co-worker? How did he do it?<\/p>\n<\/li>\n<li>\n<p>Can you give me an example of a time when Ken had to be quick in coming to a decision? What obstacles did he face? What did he do?<\/p>\n<\/li>\n<li>\n<p>Please describe a situation that required Narelle to do a number of things at the same time. How did she handle it? What was the result?<\/p>\n<\/li>\n<\/ul>\n<\/blockquote>\n<\/div>\n<p>The questions you ask should prompt the candidate\u2019s former supervisor to talk about the candidate\u2019s actual <a href=\"https:\/\/www.zippia.com\/employer\/attitude-or-experience-whats-the-best-indicator-of-future-performance\/\">past experiences and behavior <\/a> \u2013 ideally in more than just a quick two-minute call.<\/p>\n<p>The responses to these questions will certainly tell you more than whether Liz was nice to work with, was usually punctual, had minimal sick days, or was proficient in Excel.\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>You\u2019re Allowed To Ask One Hypothetical Question<\/b><\/p>\n<p>One question you might also want to consider asking at the very end of every conversation with a reference is something along the lines of:<\/p>\n<div class=\"example-answer\">\n<blockquote>\n<ul>\n<li>\n<p>So <a href=\"https:\/\/www.zippia.com\/employer\/why-you-should-consider-hiring-boomerang-candidates\/\">would you ever re-employ<\/a> [insert name here]?<\/p>\n<\/li>\n<\/ul>\n<\/blockquote>\n<\/div>\n<p>This should be the only hypothetical question in the entire discussion. But the answer to this question can speak volumes. After all, there is a huge difference between <\/p>\n<div class=\"example-answer\">\n<blockquote><p>\nUm \u2026 yeah \u2026 I guess so.\n<\/p><\/blockquote>\n<\/div>\n<div class=\"example-answer\">\n<blockquote><p>\nYes \u2026 yes I would.\n<\/p><\/blockquote>\n<\/div>\n<p>and<\/p>\n<div class=\"example-answer\">\n<blockquote><p>\nI\u2019d have her back in a heartbeat.\n<\/p><\/blockquote>\n<\/div>\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Take Detailed Notes<\/b><\/p>\n<p>It\u2019s always a relief when you hear positive feedback about the candidate you are so desperate to hire. In fact, you may have even already made them an offer.<\/p>\n<p>But, it\u2019s still important to <a href=\"https:\/\/www.zippia.com\/employer\/reference-check-template\/\">take notes during your calls with past employers<\/a>. You never know when you might need to refer back to some of the comments further down the track (e.g., during performance reviews).<\/p>\n<p>In addition, if one of the two reference checks is glowing and the other is mediocre or even negative, you should try to conduct a third check just to ensure you iron out any disparity.\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Beware of Fake References<\/b><\/p>\n<p>You wouldn\u2019t believe how many so-called professional candidates out there will provide fake references. When someone is desperate to get a new job, they\u2019ll resort to anything.<\/p>\n<p>Many candidates give hiring managers the names of so-called previous &#8220;managers&#8221; who in fact turn out to be either friends or colleagues.<\/p>\n<p>Do your due diligence to make sure you\u2019re really talking to a previous employer. If a candidate gives you the details of a past boss, check them out on LinkedIn, and ideally call them on a landline at the organization. <\/p>\n<p>Better still, after you\u2019ve spoken to them, connect with them on LinkedIn and thank them for taking the time to speak to you. You\u2019ll quickly find out if you actually spoke with an imposter.<\/p>\n<div class=\"example-answer\">\n<blockquote><p>\nHi Paul. Thanks for connecting with me on LinkedIn. I think you might have the wrong Trevor Bassinger. We\u2019ve never spoken.\n<\/p><\/blockquote>\n<\/div>\n<p>Think of how you&#8217;d feel receiving this message when you&#8217;ve already made the offer to the candidate two days earlier.\n<\/li>\n<li class=\"ordered-list-large-item\">\n<p><b>Don\u2019t Put Words in Their Mouth<\/b><\/p>\n<p>Once again while you might be keen to <a href=\"https:\/\/www.zippia.com\/employer\/6-ways-to-piss-off-your-candidate-at-the-offer-stage\/\">make an offer to a rock star candidate<\/a> (and this definitely applies to all you recruiters out there too!) try to avoid manipulating the conversation to go in your favor.<\/p>\n<p>So steer clear of comments like:<\/p>\n<div class=\"example-answer\">\n<blockquote>\n<ul>\n<li>\n<p>What you\u2019re saying is that Liz interacts well within a team, right?<\/p>\n<\/li>\n<li>\n<p>We\u2019re looking for someone with outstanding customer service skills. Liz was part of your customer support team, wasn\u2019t she?<\/p>\n<\/li>\n<li>\n<p>You mentioned you\u2019re out of the office a lot. Maybe that\u2019s why you think Liz was difficult to manage. I\u2019m always around so it shouldn\u2019t be a problem.<\/p>\n<\/li>\n<\/ul>\n<\/blockquote>\n<\/div>\n<p>Oh \u2026 and if a reference is gushing with praise and can\u2019t fault your candidate in any way at all, that should ring alarm bells too. Even the greatest employees can improve in one or two areas.<\/p>\n<p>How does that saying go? &#8220;If something seems too good to be true, it probably is.&#8221;\n<\/li>\n<\/ol>\n<h2 class=\"fancy\" class=\"fancy\" id=\"questions-to-ask-during-a-reference-check\">Questions To Ask During a Reference Check<\/h2>\n<p>Here are some common helpful questions to consider asking during a reference check.<\/p>\n<ul class=\"large-bullets\">\n<li>\n<p>In what ways did you and the candidate work together?<\/p>\n<\/li>\n<li>\n<p>What dates did the candidate work at your company?<\/p>\n<\/li>\n<li>\n<p>Would you rehire this person?<\/p>\n<\/li>\n<li>\n<p>What are the candidate&#8217;s greatest strengths and weaknesses?<\/p>\n<\/li>\n<li>\n<p>What was the candidate&#8217;s greatest accomplishment during their time working for you?<\/p>\n<\/li>\n<li>\n<p>Does the candidate tend to work better alone or with a team?<\/p>\n<\/li>\n<li>\n<p>What&#8217;s an example of a challenge the candidate faced when working for you, and how did they respond to it?<\/p>\n<\/li>\n<li>\n<p>In what areas do you think the candidate would need extra support during their first 90 days?<\/p>\n<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>It\u2019s frightening to think of the number of people who will actually make a hire without even carrying out any reference checks at all. This can become a very costly exercise indeed.<\/p>\n","protected":false},"author":282,"featured_media":9746,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[143,109],"tags":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.9 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>7 Tips for Conducting a Proper Reference Check<\/title>\n<meta name=\"description\" content=\"It\u2019s frightening to think of the number of people who will make a hire without carrying out any reference checks. 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