Reference Checks
Reference checks involve contacting a job applicant's former employers, colleagues, or other contacts to gather information about the applicant's work history, skills, and conduct. This process allows hiring teams to verify the information provided by the candidate and gain insights into their professional behaviour and performance.
Goal
The primary goal of reference checks is to ensure the candidate's suitability for the role by validating their experiences, competencies, and fit within the team and organisational culture.
Context
34% of employers have changed their mind on a candidate after reference checks. And yet only 80% of employers conduct reference checks. The skills needed to do an interview and the skills needed to perform a job are not always the same. Reference checks can help you to understand how a candidate has performed in the past and how they might perform in the future.
Inputs
| Artifact | Description |
|---|---|
| Shortlisted Candidates | A list of candidates who meet the initial criteria and are selected for further evaluation. |
| Reference Contact List | A list of individuals provided by the candidate who can speak to their professional or academic performance. |
Outputs
| Artifact | Description | Benefits |
|---|---|---|
| Shortlisted Candidates | A list of candidates who have passed reference checks. | Streamlines the recruitment process by focusing on qualified candidates. |
| Feedback for Rejected Candidates | Constructive feedback provided to candidates who were not selected for further consideration. | Enhances employer brand and candidate experience. |
Anti-patterns
- Over-reliance on Positive Feedback: Focusing only on positive endorsements without probing for areas of improvement or concerns.
- Ignoring Red Flags: Dismissing concerns raised during reference checks, attributing them to differences in work environment or personal conflict.