Reference Checking

Why Check References?

Hiring decisions should not be made without diligently making an effort to check references. "Negligent hiring" has become a common legal claim against employers who failed to check references. Making hiring decisions without complete information on candidates could lead to costly mistakes!

References help you get the full picture of the candidate's skills, work habits, and personality. Reference checking is all about making sure the candidate is right for the job.

Have candidate sign a Release Form consenting to have his/her references checked. This helps encourage prior employers to speak more candidly, and the candidate waives his/her right to legal action against employers based on what the reference giver says.

Use one of the following Reference Check forms to ensure you ask questions consistently of all those giving references: external candidate or internal candidate.

It may be helpful to fax the Reference Check form to the person giving the reference to fill out, if he/she doesn't want to discuss reference on the phone--sometimes this is less "threatening" than talking on the phone.

Try to have candidate provide a minimum of three reference sources. It is helpful to get references from a combination of people who can articulate on candidate's skills and work habits (e.g., prior supervisors, peers and subordinates). Ideally, one of those references should be from the candidate's current or most recent supervisor. If this is not possible before hiring the candidate, you should still check the reference from the most recent supervisor even after the candidate has accepted the position, since the employee will be on probation with you.

Reference Checking Tips

The person who interviewed the candidate shouldn't be the one to call for references- - it is difficult for that individual to be objective. Have references checked by HR or another staff member who hasn't met the candidate. Chances are the feedback will be more objective.

When conducting reference checks, it's helpful to start by asking straight employment facts first (dates of employment, title, etc.), then move on to open-ended questions to get more specific responses. Use behavioral-based approach to focus on candidate's past behaviors in specific situations (e.g., "Tell me about a time when…."

Be friendly and conversational when talking with a reference giver, to help gain that person's trust and make him/her feel more comfortable.

Tune into person's style and tone in voice, pauses, etc.

What If You're Asked To Give A Reference?

Give honest references that stick to the facts- - that is, what you believe to be true and relevant to the job.

Employers have a "qualified privilege" in reference giving meaning, they can't be sued for making good-faith statements about former employees