A reference check forms a key part of the hiring process, providing independent insights into a candidate’s past work performance and cultural fit. There are plenty of candidates, who can look outstanding on paper and come across brilliantly during an interview.
But by speaking with an independent third party it’s possible to learn valuable details about a candidate’s strengths and weaknesses to help determine if they are right for the role on offer.
Why reference check?
A CV will tell you about a candidate’s career background and qualifications. The interview allows you to add to this information and assess a candidate in person. A reference check builds on the picture built up so far by providing details from an outside source, and as such it is an opportunity worth taking advantage of.
Not only can a referee add to your understanding of a candidate, checking references can also identify whether a candidate’s claims about qualifications, length of experience or previous roles held is confirmed.
Speaking with a referee also helps to create a more level playing field. Reference checking can highlight those candidates who may perform poorly during an interview but who are excellent employees. Conversely, the process can identify candidates who naturally shine during interviews but who may lack the qualities needed to be successful in a role.
As a professional courtesy always let candidates know that if they make the shortlist before conducting the reference check. This is also an opportunity to confirm that the contact details provided for referees are current and correct.
