Recruitment interviews provide insights into the candidate's personality, knowledge, experience, imagination, communication skills, and diction. Some companies find the positive impression they gain during the interview sufficient and do not see the need to ask for references. However, some companies place great importance on this. In the human resources sector, reference means that another person or persons provide recommendations about the interviewed candidate. We can say that for institutions and companies that value this aspect, reference checks are the last step before hiring the interviewed person. Company officials have formed a positive opinion about the candidate after the interviews and would like to get the opinions of those who know them, have worked with them, or have previously hired them.
Questions to Ask for Reference Checks
The questions asked may vary depending on the position of the interviewed person, but generally, they are as follows. In addition to standard reference questions, asking a few different questions can provide more detailed and solid information.
*What tasks was the candidate responsible for while working with you?
*How long have you known the candidate?
*What were their relationships like with their managers and colleagues?
*What do you think about their adaptability to teamwork?
*Can you provide information about the candidate's start and end dates of employment and the reason for leaving?
*Are there any positions they would struggle to work in?
*How was their job performance, and were there any problems affecting this performance?
*What can you say about the candidate's job performance under stress?
*What is the greatest achievement they demonstrated while working for your company?
*How are the candidate's management, supervision, and leadership skills?
*What can you say about their work discipline and adherence to company rules?
*If I tell you the position we are considering for them, would you say whether they would be effective in that position?
*If there were a suitable position for this candidate in your organization in the near future, would you want to work with them again?
Reference Checks Are an Important Part of Personnel Selection and Placement Processes
The purpose of reference checks is to verify the information provided by the candidate about themselves and to gather more information about the candidate. During this process, which can be conducted face-to-face, by phone, or via email, communication is established with the individuals listed by the candidate on their job application form or resume, or with their managers and colleagues from previous workplaces. If the interviewed candidate is currently actively working at a job, they may not want references taken from these individuals due to the possibility that they may not welcome their application for another job. Therefore, it would be appropriate to ask the candidate if there are any individuals they do not want to be contacted. However, if the candidate is reluctant to provide contact information for their supervisors from previous workplaces, the reasons for this should be explored, as it may indicate negative situations they do not want to be revealed.
Individuals that the job candidate lists as references may tend to provide negative information about them. However, this does not make it unnecessary or unimportant to ask for their opinions. You can also compare the information provided by the recommended references with that of other colleagues by speaking with individuals other than those the candidate does not want to be contacted.
How Should You Choose the People You Want to Use as References as a Job Candidate?
You can list anyone you have previously worked with as a reference. This person could be a general manager or a manager from a lower level, a chairman of the board, or a colleague you have worked with at the same level. The key is that the person has something to say about you, rather than their position. In this regard, your supervisor is the best choice. They know more about you than those with whom you have had superficial discussions and can provide detailed information. The words of someone who works at a higher level but can only speak about you based on hearsay will not be as substantial and satisfying as those of your supervisor. Individuals who know you well, are aware of your potential and skills, and have witnessed your performance are better sources for references. They will provide clear, confident, and detailed answers to reference questions.
Inform Your References About the Situation
When you apply for a job, you should inform your potential references about this. It does not reflect well on you if someone says they were listed as a reference without their consent. Additionally, it is naturally better for people to know they will be contacted for reference checks than to be called by a stranger about a matter they were not aware of. You should also ensure that your references are willing to answer questions about you.
Ask Your Reference About How the Conversation Went
You will likely be curious about the questions asked during the conversation with your reference, the answers given, and the comments made. Discussing and analyzing important points will also enhance your knowledge related to the business world and your career. Furthermore, if there was any misunderstanding during the conversation, you may have the chance to correct it.
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