Reference Checks: What Hiring Managers Want to Know
In today’s competitive job market, hiring managers have a daunting task of finding the right candidate for their organization. This task is made even more challenging by the fact that candidates can easily manipulate their resumes to showcase their best qualities. This is where reference checks come in. Reference checks are an essential part of the hiring process that allows employers to verify information provided by the candidate and gain insights into their past performance. In this article, we will explore the importance of reference checks and what hiring managers look for when conducting these checks.
The Purpose and Importance of Reference Checks
The main purpose of reference checks is to gather more information about a candidate’s past work experience and performance from their previous employers, colleagues, or professors. These references provide a different perspective on the candidate that cannot be obtained from their resume or in-person interviews. This information is crucial for hiring managers as it helps them validate the candidate’s skills, qualifications, and character.
Reference checks also play a significant role in ensuring a good fit between the candidate and the company culture. A candidate may have all the necessary qualifications and skills, but if they do not align with the company’s values and culture, they may not be the right fit for the organization. Reference checks can provide valuable insights into a candidate’s work ethic, attitude, and behavior, which can help hiring managers make a more informed hiring decision.
What Hiring Managers Look for in Reference Checks
1. Confirmation of Information
The first thing hiring managers want to know from a reference check is whether the information provided by the candidate is accurate. This includes verifying their job title, dates of employment, and responsibilities. Any discrepancies found can raise a red flag and prompt the hiring manager to dig deeper into the candidate’s background.
2. Work Performance
Hiring managers are interested in knowing about a candidate’s past performance in the workplace. They want to know if the candidate met or exceeded expectations, how they handled challenges, and if they were a valuable team member. This information can give hiring managers an idea of how the candidate may perform in a similar role at their organization.
3. Strengths and Weaknesses
References can provide valuable insights into a candidate’s strengths and weaknesses. This information is essential for hiring managers as it can help them determine if a candidate has the necessary skills and traits to be successful in the role. It also allows hiring managers to assess how the candidate’s strengths and weaknesses may fit with the job requirements and the company’s needs.
4. Teamwork and Communication Skills
Hiring managers want to know if a candidate is a team player and has strong communication skills. This is crucial as most jobs require working in a team and effective communication is essential for collaboration and productivity. References can provide valuable feedback on how the candidate worked with others and communicated with their colleagues and superiors.
5. Reliability and Punctuality
Employers want to hire reliable and punctual employees who can be counted on to meet deadlines and complete tasks on time. References can shed light on a candidate’s work ethic, attendance record, and ability to manage their time effectively. This information can help employers assess if the candidate would be a reliable and punctual employee.
Best Practices for Conducting Reference Checks
1. Ask the Right Questions
To get the most out of reference checks, hiring managers need to ask the right questions. These questions should relate to the candidate’s performance, work ethic, strengths and weaknesses, and team dynamics. Asking open-ended questions can also provide more detailed and honest responses from the references.
2. Check Multiple References
It is essential to check references from different sources to gain a well-rounded view of the candidate. These sources can include previous employers, colleagues, supervisors, and professors. Checking multiple references also helps verify the information provided by the candidate and identify any discrepancies.
3. Be Wary of References Provided by the Candidate
While references provided by the candidate can be helpful, they may not always provide an unbiased opinion. Hiring managers should do their own research and try to connect with other references not provided by the candidate to get a more objective view.
4. Use Different Methods of Communication
Reference checks can be conducted through phone calls, emails, or online surveys. Using different methods of communication can help gather more information and provide different perspectives on the candidate.
Conclusion
Reference checks are a crucial step in the hiring process, and hiring managers must conduct them thoroughly. They provide valuable insights into a candidate’s past performance, character, and fit within the company culture. By following best practices and asking the right questions, hiring managers can gather all the necessary information to make an informed hiring decision and hire the right candidate for their organization.
