How good is your candidate reference checking?

Back in the recession when jobs were scarce, recruiters checked references extremely thoroughly- after all, talent was everywhere and detailed reference checks made sure that only the very best were put forward for competitive roles.

Today, the tables have turned, and talent is the thing that is scarce. As a result, some recruiters are falling into the trap of putting candidates through to interview without examining their references in detail- or at least not with the same detail as before. It’s easy to see how it happens: you’re busy, you need to make commissions in a tough market, and it’s great to have a good CV to put forward. In these conditions, you may decide just to take the candidate’s CV at face value, or with a cursory check.

You know it, I know it: this is a mistake.  A mistake that can end badly, with the client becoming unhappy with the candidate and making a few calls themselves, only to find out that the original references don’t check out. The end result? The client is very, very unhappy with you for failing to make the necessary background calls and doing the necessary digging. It’s a disaster- they ask for their placement fee back and you lose the client forever.

So, if you think your reference checking has been slipping a bit later, here’s a refresher on how to do it so that no one gets through the cracks and damages your reputation!

a. Do at least three reference checks.

b. Expand your targets- go off the suggested list of references.

c. Call or meet in person wherever possible; email is the least favoured option.

d. Ask the referee when they might have 15 minutes to talk about the candidate so they are not rushed (you may perceive a rushed reference as one they’re uncomfortable giving).

e. Do some digging- is there a personal connection between the referee and candidate?

f. Pay real attention to visual or audio clues given by the referee- does the person sound genuine, or look uncomfortable?

g. If you’re talking to a past employer, be sure to ask if they’d hire the person again.

h. Lead the referee away from ‘safe’ questions, or yes or no questions. Good people naturally shy away from talking badly about others, but you need to push past this resistance with fair but tough questions.

i. Ask why they left the job.

j. Ask what their strengths were, but insist that they also provide some weaknesses.

k. Ask if they suited the work culture and got along with others- and what that work culture was.

l. Also remember to check education history. It’s astonishing how many people will lie about their grades or where they attended university, thinking no-one will check.

Seems like a lot of effort? Well just imagine that angry client for a second, and remember that it’s your own professional reputation at stake. By doing your due diligence you’re protecting the client…and yourself. That’s got to be worth a bit of effort, doesn’t it?

Until next time,

Cheryl