Is it possible that one simple phone call could litereally make or break your business?
Traditionally, when performing a typical reference check, there’s a fairly standard protocol followed. One hiring manager calls another hiring manager and asks for a quick review of the candidate at hand.
Many times the conversations are met with a friendly evaluation, and at other times, the opposite.
Regardless of the review, you’re gaining an indication as to how well the applicant performs in the workplace.
Many companies have policies against giving out references, aside from employment timelines, salary, and eligibility for rehire. However, if a candidate performed well enough to leave an impression, a previous employer will often not mind going out of their way to serve as a reference.
ASKING THE RIGHT QUESTIONS
The more information obtained, the better understanding you’ll get regarding the candidate’s abilities and work behaviors.
It’s surprising how much information can be extracted if you simply just ask the right questions.
But what if you’re not asking the right person?
These have been challenges that we’ve personally faced over the years in our own hiring experiences. Job applicants are most often willing to submit polished resumes without hesitation—they’ve updated all the proper information, and edited the things needed to stand out. What they’ve also prepared is a compiled list of two to five qualified sources that can be listed as personal “references,” the people that have known them for several years, and can verify that they are in fact, a top candidate.
But how is an employer really able to be certain that these are actual legitimate references?
WHO ARE YOU REALLY SPEAKING WITH?
How do you determine if the provided list of references are work-related? Who is to say that they are not the applicant’s relatives, roommates, or close friends?
Realistically, if a job seeker wants to earn the position badly enough, they will do just about anything to get it.
Here’s a list of five things to keep in mind when performing a proper reference check:
1. CREDIBILITY
Offering up the names of only previous coworkers is a red flag. Your ideal reference review will come from the applicant’s past boss or manager of authority that they’ve worked under. They are the ones who can speak legitimately about their employee’s behavior, including work ethic, habits, and attitudes. If the previous company name is listed, contact the actual business. Ask to speak to a manager, and begin the evaluating process here.
2. WRITTEN vs. VERBAL
A written letter of reference is a waste of time. Anybody can write these. In fact, the applicant themselves has full ability to compose their own documents. Phone calls are always the route to take, because you want to hear reactions and opinions directly from the source.
3. TONE vs. SPEECH
It is important to take note of the tone of the voice with whom you are speaking to. If the reference sounds hesitant or uncomfortable talking about the candidate, and eager to hang up the phone, chances are they are not the candidate’s biggest fan or supporter.
4. EDUCATION vs. EXPERIENCE
Just because your candidate has a shopping list of schools they’ve attended and extra-curricular classes they’ve taken does not indicate how well they can perform in the workplace. The top graduate from the top ranked institute can still have terrible leadership skills, and lack a reliable and dedicated work ethic. Don’t leave it up to the diploma to do the talking. You still must speak with someone who has directly worked with this person and find out how well they function outside of a classroom, in the real world.
5. MIRROR, MIRROR
Even if the candidate has now been classified by the infamous “halo effect,” they still need the same treatment as the rest. Perhaps they remind you of how you once appeared—ready and set for the challenges ahead. It’s easy to be drawn to someone and take personal interest in them, especially if they resemble your own work ethic and behaviors. But keep in mind, candidates also know that hiring isn’t particularly an employer’s favorite thing to do. Many secretly know the perfect things to say and do in order to seem like that ideal superstar you’ve anxiously been searching for.
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