Question:
Can you provide any advice on a process for checking references?
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Answer:
Not learning as much about a candidate as legally possible could lead to long-term challenges for you and your organization. Gathering information before making a hire should be done for all positions, even entry-level.
In the interview, the candidate provided “his/her” perspective, and you were impressed. One purpose for the reference check is to validate the candidate’s responses and see if you remain impressed. After all, stories can have two sides.
While legal issues have made the process more challenging, it is still possible to work around some of the constraints that may limit the breadth of your conversation during a reference check. I recommend these do’s and don’ts:
Do request two or three work-related references, and tell the candidate you want to speak to people who actually supervised him. Don’t waste your time on personal references. If the candidate has never worked before, ask for someone who worked with them in an extracurricular capacity.
Before you call, do a practice run with one of your colleagues playing the role of the person giving the information. On the actual call, let the person know that you have obtained consent to speak with them. Describe the duties involved and competencies needed in the position. Then take time to listen, probe and clarify responses.
—Jim Korner
Special Assistant to the Senior Vice President for Finance and Business
Penn State University Outreach and Online Education