That notwithstanding, it also helps you make an informed decision that will overall be beneficial to the entire organization. Also, it helps the candidate in question transition into their new role without any hitches. Job referencing checking is often regarded as the “last stage” of the hiring process, but that’s not always true. Instead it’s a stage that’s between hiring and getting a hired candidate on board. But there are several reasons reference checking is exceedingly important.
Why Reference Check a Candidate?
There is perhaps no better way to get hold of a hired candidate’s info about their previous job performance than conducting a job reference check. The information obtained during the reference checking process is often used to verify that the info provided by the hired candidate at the interview is factual, and also to conclusively validate if they’re a perfect match to the job position in question.
Reference checking also allows the employer to determine the reasons of leaving their past position in the company/organization they previously worked for. It equally pinpoints some of the ‘grey areas’ in the candidates CV or resume. So to think, as a recruiter, you can hire the best candidate without carrying out a job reference check, you’re absolutely wrong. Relying on the feedback gained from a two-minute call with a candidate’s past employer is even worse.
Why? Because it won’t take long to realize that the candidate wasn’t as experienced as you first assumed. That’s why it’s recommended to plan your questions carefully when speaking to your candidate’s former employer. Don’t just ask the obvious, cliché questions like “how would you rate him/her in regards to integrity?” “Was he/she a good team player?” “How well did (insert name) keep time while working in your organization?” etc.
With such questions, you’ll never learn much about a potential candidate. Focus on questions, rather, that tells what the candidate did in his previous post as opposed to how. To get a better idea, ask the referee (their former employer) similar questions you asked the candidate.
If you asked them, for instance, questions on time management, decision-making or communication, ensure to ask the exact same questions. The questions will prompt the candidate’s former employer to talk more about them. That is, about their behaviour, past experiences, etc. Ideally, a two-minute talk is not enough to gather the require information. However, avoid putting words into their mouth.