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However, most HR departments are cautious about allowing supervisors to do conduct reference checks because it can be a sensitive and tricky situation if the correct questions are not asked. Here are some tips for employment reference questions that you should keep in mind when doing a reference check.
Tips for Employment Reference Questions:
- If the HR department allows then just the employing supervisor should conduct the reference check.
- Information received should not be shared with anyone other than the HR department.
- If you are unsure of the type of questions to ask, check with the HR department as you should never ask questions about a person’s age, gender, race, nationality, illness, marital status, illnesses, disabilities or sexual orientation.
- Reference check should be conducted just on the top candidate. If that does not work out, you should next move to on to the next candidate.
- You should check out a minimum of two references to get unbiased opinion. The best source of references is the former supervisor and if the supervisor is not available, then you should try a person who worked closely in the organization with the candidate.
- Never call the candidate’s current supervisor without seeking the candidate’s permission. Make sure you get this permission in writing.
- Always ask open-ended questions when conducting a reference check. Some questions that you can ask are as follows:
- Was (person) employed with your company from xxx to xxxx?
- Was (person) employed as a xxxxxx?
- Do you consider (person) to be :- (trustworthy, skilled, efficient, reliable etc)? Can you give some examples to highlight this quality?
- What was this person’s relationship with other work colleagues?
- What special skills do you think the person possesses?
- What would you rate his/her skills in xxxxx?
- What is your overall assessment of his/her performance?
- What are the person’s strengths and weaknesses?
- Would you employ this person again?
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