Verbal Reference Checks - Absolutely vital!

We all know that we should do reference checks. Most of us have a fair idea why we do them and some of the key areas that are important to cover. However, you have just interviewed this most amazing candidate who has been highly recommended to you by a friend. You are completely fed up with the whole recruitment process, you've screened too many resumes, you've talked to too many hopeful or hopeless candidates and you are all interviewed out. This candidate looks fantastic and you know you could lose them if you don't move quickly. So guess what? You break all the rules and you go ahead and make the offer. Ooops!

Why is reference checking a step we should never overlook?

Talk is cheap. It is so easy to make a claim. Even those who would otherwise deem themselves honest see no harm in embellishing, omitting or tweaking information. True, a bit of tweaking can be relatively harmless but when it is not, there can be a price to pay. Verbal reference checking is critical to ensure that you know what you are really getting.

Well executed verbal reference checks should:

• Verify dates, duties, experience

• Substantiate strengths, weaknesses, abilities

• Identify developmental issues

• Indicate preferred management and subordinate styles

• Give an insight into candidate attitudes and personality style

• Highlight attendance, timekeeping, personal or relationship issues and any history of employment disputes

• Confirm honesty, integrity

How both parties benefit from thorough reference checks

• Reduce the chance of surprises and give yourself a greater degree of confidence in your new recruit

• Gain an insight into your new employee's work style and key drivers

• Confirm the potential value of your chosen candidate

• Clarify any shortcomings or developmental issues which may require some support or training

• Reduce the risk of making an expensive or simply troublesome mistake

• As a result of your clearer understanding of your new recruit, you have the opportunity of setting in place an employment relationship which will get off to a flying start and will benefit both your organisation and your employee in the long run

Before you start: A verbal reference checklist

• Permission: Ensure you have the candidate's permission to speak with the referee and be ready to prove it. Savvy referees should be asking to sight your permission for them to speak with you

• Check out the referee. Make sure you are speaking to the right person and that they are in a position to make a judgement about the candidate's performance.

• Beware of undertaking reference checks using mobile numbers.

• Clarify the relationship between the candidate and the referee

• Ensure there are no barriers preventing the referee from commenting honestly and openly

• Always do more than one reference. Remember , you are relying on the opinion of a single individual whenever you undertake a verbal reference

Recommendations by friends are all very well, but it pays to remember that it is not the friend who will be taking the risk of employing the individual at this time. The candidate in question may be seen as a great guy, a wonderful personality in a social setting, yet may prove to be a poor employment choice. Friends may have had a good experience of the individual in a previous employment environment. It does not follow that your experience will necessarily be the same. Verbal reference checks are absolutely essential to a successful recruitment outcome.

Peace of mind

Having completed several verbal references, you have a candidate whose background and work history has been verified to your satisfaction. You can choose to employ, seek further verification if doubt has crept in, or you may decide that it is not appropriate to make an offer to the individual. In any case, you can feel considerably more confident that you are making an informed decision. The effort of carrying out a number of comprehensive verbal reference checks is a small price to pay for the peace of mind they bring.

Discuss your employee screening and background check requirements with our Assessment Centre
on  9667478 or contact us here