The importance of reference checking job applicants

Some employers jump the gun when engaging new employees and omit the important step of reference checking. Though conducting reference checks may require a significant amount of time, thoroughly vetting a candidate before extending a job offer is likely to be a time-saving measure in the future and could help prevent any complications down the line or identify areas the candidate may require support with to be successful in the role.

Reference checks provide insights and verification from a third-party who has previously worked with the candidate into their duties, skills and experience. Additionally, reference checks should provide a picture of the candidate’s strengths and weaknesses, work habits and their ability to work within a team.

It is always advisable to confirm with the candidate when you intend to contact their referees. This will ensure that the candidate has let their referees know and can expect to be contacted.

What should employers ask referees?

After introducing yourself to the referee and providing them with the reason for your call, detail the position that the candidate has applied for. You should confirm the candidate’s dates of employment and the position they held and compare this with the candidate’s resume. ?Once the referee is happy to proceed, ask open ended questions such as:

1. Can you describe some of the candidate’s strengths/ areas for development?
2. How well did the candidate work as part of a team? What role did they play in a team environment?
3. What was the candidate’s response when faced with challenges in their role?

Asking follow-up questions from the responses provided to initial questions is recommended. This is an opportunity to gather more information about a potential employee and their suability in the role and your business. A good cultural fit to a business can be more important than identified areas of weakness in a candidate that can be developed.

Reference Checking Tips

• Complete a minimum of two reference checks. This will ensure consistency. If they don't match up, add a third referee.
• Keep the reference checking process consistent with all candidates. It needs to be the same for all.
• Where possible a referee should be the candidate’s current or previous manager.
• Match the information from reference checks to the candidate’s resume and interview responses, looking for any inconsistencies.
• Cultural fit is important. Consider how the candidate will fit in with your current team.
• Ensure that any questions asked are not considered discriminatory.
• Ask open-ended questions and if required, ask follow-up questions or ask to provide a specific example of a situation.
• Be sure to ask why the candidate left the business and if the referee would consider reemploying the candidate.o be a time-saving measure in the future and could help prevent any complications down the line or identify areas the candidate may require support with to be successful in the role.

Reference checks provide insights and verification from a third-party who has previously worked with the candidate into their duties, skills and experience. Additionally, reference checks should provide a picture of the candidate’s strengths and weaknesses, work habits and their ability to work within a team.

It is always advisable to confirm with the candidate when you intend to contact their referees. This will ensure that the candidate has let their referees know and can expect to be contacted.

What should employers ask referees?

After introducing yourself to the referee and providing them with the reason for your call, detail the position that the candidate has applied for. You should confirm the candidate’s dates of employment and the position they held and compare this with the candidate’s resume. ?Once the referee is happy to proceed, ask open ended questions such as:

1. Can you describe some of the candidate’s strengths/ areas for development?
2. How well did the candidate work as part of a team? What role did they play in a team environment?
3. What was the candidate’s response when faced with challenges in their role?

Asking follow-up questions from the responses provided to initial questions is recommended. This is an opportunity to gather more information about a potential employee and their suability in the role and your business. A good cultural fit to a business can be more important than identified areas of weakness in a candidate that can be developed.

Reference Checking Tips

• Complete a minimum of two reference checks. This will ensure consistency. If they don't match up, add a third referee.
• Keep the reference checking process consistent with all candidates. It needs to be the same for all.
• Where possible a referee should be the candidate’s current or previous manager.
• Match the information from reference checks to the candidate’s resume and interview responses, looking for any inconsistencies.
• Cultural fit is important. Consider how the candidate will fit in with your current team.
• Ensure that any questions asked are not considered discriminatory.
• Ask open-ended questions and if required, ask follow-up questions or ask to provide a specific example of a situation.
• Be sure to ask why the candidate left the business and if the referee would consider reemploying the candidate.

If you would like assistance in reviewing recruitment processes in your organisation – reach out to Chamber of Commerce Northern Territory Workplace Relations team on 8982 8102 or at [email protected]