A lot of people do tell me that reference check is biased, so why bother. Because:
- The referee is referred by the candidate. Of course they will choose someone who most likely going to give a good ref check.
- They have known each other way much longer than that 5-10 mins call that you are going to have with the referee, so naturally the referee will be more loyal to the candidate.
However for me, it’s exactly that why I conduct reference checks. Because:
- At this point of time, it’s the referee who knew the candidate longer & most importantly would had the real time experience working with the candidate, so most likely they would know the candidate compared to that 45-60 mins interview I had with the candidate.
- Since the candidate has chosen this referee, it shows they do have a harmonious relationship together, especially if the referee is a supervisor. Definitely there is something I can learn from this positivity.
So, some common questions I would ask:
- The candidate is applying for a very administrative-tasked role, do you think he will enjoy the job?
- I’m a very straightforward person. You think she is a sensitive person that I need be more gentle when I do give constructive feedback?
- Is there any tips that you could share on how I can manage this candidate better?
- And most importantly, does the candidate have a good sense of humour? It’s a prerequisite for most of my personal hires =}
The trick is spotlighting on what would be best for the candidate, not for the company. For a happy employee is a productive employee. And a productive employee is always beneficial to the company.
Bimbo
