Easy Small Business HR 1

Four Employment Reference

Checking Tips For Managers

Special Report From: EasySmallBusinessHR.com

Reference checking is an important part of the interviewing and

hiring process, yet so many supervisors are unsure of either how to

go about checking references, or why they should even take the

time to check references on their job applicants.

When you have found your perfect job candidate, and you're ready

to hire, it’s understandable that you’d be ready to keep the hiring

process moving forward and hire your job candidate as quickly as

possible.

For some supervisors, this means checking just one “quick”

reference, and for others it may mean going by your “gut” and

skipping the reference check process altogether.

Checking references won’t give you an iron-clad guarantee that

you’ve hired the perfect candidate, but it is one of the best ways to

Easy Small Business HR 2

determine whether or not your candidate of choice has the skills,

experience, and temperament that you need for the job that you are

filling. It’s also a very important way to learn about any

performance or behavioral issues with a potential candidate.

Four tips to think about prior to checking references:

1. Plan ahead and determine what it is that you need to know

about the candidate. Keep in mind that the questions that you ask

should focus on the candidates’ work experience and interpersonal

skills.

2. Determine who is the best person to provide you with the

reference information that you will need in order to make a final

decision as to whether or not to hire a candidate.

Do you really need to obtain a job reference from your candidate’s

friend, a work colleague, or a former teacher if these individuals

aren’t able to share any pertinent information about your

candidate’s job performance?

A good rule of thumb is to always obtain references from at least

two people who are in a position of authority over the person that

you’re hiring. Insist on references from current or past supervisors

who can speak to the person’s overall skill set and job performance

as well as a reference that can speak to the candidate’s ability to

Easy Small Business HR 3

work across departments, teams, or with various clients and

customers.

3. How many references do you need?

I recommend obtaining a minimum of two business references and

up to 4 references as appropriate. Two of the job references should

be from the candidates’ current and past supervisor.

4. Ask permission to check references with your job applicant and

be clear with the applicant as to what types of references that you

will need.

Now that you’ve taken a few minutes to think about the references

that you’ll need to make your hiring decision, you don’t want to

leave it up to your job applicant to give you a list of references that

may not be helpful to you.

Let your candidate know specifically with whom you’d like to

speak to for a reference. If it’s the current supervisor, ask them to

provide you with the reference contact information in writing.

Always get permission to check references in writing.

Be transparent and let the candidate know how many references

you will need to speak with before you can make a final decision,

and when the candidate can expect to hear back from you.

Easy Small Business HR 4

It’s also a good idea let your job candidate know if they are a

strong finalist for your job opening. You can then confirm with

your candidate that your final hiring decision will be based on

obtaining satisfactory references.

You’ll find that there are some candidates who will legitimately

feel uncomfortable with your checking references with a current

supervisor.

Show some empathy by letting the applicant know that you

understand how uncomfortable they may feel, and that checking

references is a normal and necessary part of the job interview

process. Emphasize how important it will be to speak with a

current supervisor before making a final decision.

Most applicants will give you permission to check with the current

employer, especially if they know that they are part of the final

candidate pool.

I can’t stress enough that whenever you are in the reference

checking stage, that you emphasize with the candidate that any job

offer is dependent on a strong” or “satisfactory” reference.

If your candidates' references aren’t as strong as you had hoped

and you decide not to extend a job offer, at least they were notified

prior to the reference check that a poor reference will disqualify

them from further consideration.

Easy Small Business HR 5

You are not obligated to share the references that you received

with applicants, and it is a best practice not to share any detail

about the type of reference received; whether the reference was

good or bad.

If you check a reference and find that the reference has changed

your decision about hiring an applicant, you should be brief and

state that you feel that that the job is not the right fit, (an accurate

assessment if the candidate did not receive a good reference).

Whenever possible or practical, check in with your HR

professional or, with an employment lawyer if you are unsure as to

how to handle this type of situation.

Easy Small Business HR 6