Reference Checking, Why and How.

Reference checking is an integral component in successfully recruiting the top talent to your organization, unfortunately this vital step is often not given due diligence.

Once you have identified candidates that match your position requirements you have only done part of the job, a little extra effort can help ensure you do not make a potentially disastrous mistake. Imagine buying a new Motorbike or Car without first checking that you are actually getting what you are paying for.

Referencing checking is essentially a simple process that will not cost you much time and could potentially end up save you both time and money. When conducting a reference check you are looking for information that can not be found in a resume or obtained through interviewing.

Specific areas that should always be checked include:

• Recurring bad habits that would impede the candidate from making a positive contribution for your organization.
  
• Specific achievements that the candidate has claimed as their own that may well have been a team effort or in some cases completely fabricated.
  
• Reasons for leaving previous companies.
  
• Salary history.
  
• Relationship ability with colleagues and superiors.

All of this information can be easily obtained by making a few discrete telephone calls to the references supplied by the candidate and other individuals who have had a working relationship with the candidate in the past. Obviously the importance of the position you are trying to fill will influence the depth of a reference check, but it is still important that you do not treat reference checks as a mere formality. Generally you will discover very little about a candidates past performance with a 2 – 3 minute conversation. Set aside at least 20 minutes and plan the call, have a list of questions in front of you and take notes know what questions you are going to ask.

Some good leading questions are:

1. How long have you known the candidate and it what capacity?
   
2. What are the Candidates major strengths and weaknesses?
   
3. Comment on the overall performance of the Candidate and what were the Candidates major achievements?
   
4. How well did the Candidate relate with superiors, subordinates and peers?
   
5. Why might the Candidate be considering changing companies at this time?

Remember to always thank the reference for their time and assure them of the confidentiality of your discussion.

Sometimes, references are reluctant to give out negative information about the candidate and some companies even have official policies not to give out any information beyond the dates the candidate was employed. Luckily this is still very rare in Viet Nam and by using a professional manner and speaking freely most references will give you the information you are seeking.

Another important aspect of a thorough reference check is to speak to the most appropriate people. Ideally you want to speak to a superior who has worked closely with the candidate, a close peer and a subordinate who reported directly to the candidate. Also more recent references are obviously more relevant than references dating back more than 10 years. Usually the last three companies a candidate worked for will be sufficient.

The best guide to an employee’s performance in the future is their performance in the past.

Craig Swift
Manager, Executive Search and Selection
Navigos Group

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