What do reference check

Does she exhibit empathy? Is she flexible? Some organizations are collaborative, while others are more competitive. Some are long-term oriented; others are more short-term oriented. Before Brian made the calls, he asked everyone on the team who interviewed Richard for their feedback. From there, Brian asked specific, open-ended questions that he thought would shed light on how Richard would perform in the new environment.

For instance, he asked for examples of situations when Richard had to meet a tight deadline without direct supervision and times when he had to make independent decisions. Brian wrapped up both reference calls with his two standard questions: Where do you think the candidate could improve? I would appreciate a few minutes of your time. Pat then described the specifics of what Jane would be doing at XenoPsi. Can you tell me a story of when Jane did something similar at your organization?

I said I was looking for someone who got personal satisfaction from making colleagues successful. He also told Pat that Jane had formed strong relationships throughout the organization. You have 1 free article s left this month. You are reading your last free article for this month.

Subscribe for unlimited access. Contact Finance on Attracting candidates Hiring process Engaging your workforce. Many employers question the value of reference checks — they can be time consuming, especially when you are keen to sign off on your selected candidate.

So how can you ensure you get the most value from the exercise? For people in your organization to properly weigh a hiring decision, the information you collect during reference checks must be organized and shared. Compiling the findings of reference checks in an orderly manner makes it easier for everybody involved in the hiring process to access the information and compare job candidates.

Organizing all of this information is important, however, it can consume a fair amount of time. Be sure to carefully document every reference check.

This information could come in handy if someone files a complaint about the hiring process or hiring decision. Reference checks represent a key piece of the hiring puzzle. But the reference check process can be puzzling and time-consuming. A DIY approach can lead to inconsistency in asking questions during reference checks and lack of knowledge about which questions are OK to ask, and which are out of bounds.

Therefore, you may want to consider enlisting help from a third-party team of experts to handle the employment reference check process for you. So, now you know how beneficial reference checks are and what they look like. But you also know how time-consuming they can be.

A critical consideration is whether you should tackle all of this internally or hand it over to an experienced third party. Entrusting your reference checks to a third-party provider like GoodHire saves time, streamlines recordkeeping and ensures consistency, all of which help you hire faster and more efficiently. The resources provided here are for educational purposes only and do not constitute legal advice. We advise you to consult your own counsel if you have legal questions related to your specific practices and compliance with applicable laws.

Learn how to identify the red flags in a bad reference check and the different talking points that make a good reference check. Prefer to conduct your own reference checks? Learn how to create an employer reference check form and download a free template. Discover the pros and cons of contacting professional vs. GoodHire provides simply better employment screening for you and your candidates.