Checking references is a ritual that comes in two parts?laying out the playing field and starting the game. Both parts are important, and both deserve equal time and attention if you want the whole process to work. Part One: The Playing Field First, determine the reference’s relationship to the candidate. Ask for titles of both, numbers of years known, and their most recent contact. Then ask the reference about his or her current situation: company, title, length of employment, and scope of job (this gives you some idea of who you’re talking with). After that, ask questions to determine what the environment was like when the candidate and the reference worked together: the pace, standards of performance, quality of the people involved. Finally, ask the reference frankly how tough a rater they are, and the basis of their rating system. <*SPONSORMESSAGE*> Part Two: The Game: Qualifying The Candidate Here are some key questions to ask:
All good candidates have good references: the best candidates have the best references. That’s why it’s vital to always get specific examples to substantiate generalities. If at all possible, question a candidate’s subordinates, peers, and superiors with equal intensity. Be skeptical until proven otherwise. Be on the lookout for fatal flaws and extremes in behavior. Let the games begin!