Angela Mortimer Blog
Reference Checking 2.0
Reference Checking 2.0 breaks new ground by moving beyond unimaginative, close-ended questions that many candidates have prepared for, and moves beyond simplistic verification of prior employment. Today’s references use the intelligence we gather from social media sites to prepare for candidate interviews ahead of time. Obtaining reference feedback ahead of an interview helps tailor interview questions to dig in on a candidate’s strengths and weaknesses as identified by their managers and co-workers. Seek to uncover the true nature of a candidate’s performance at work, relying less on what they decide to share during the interview. Research shows that candidates are likely to embellish their past accomplishments, and are not likely to tell you about situations at work that did not turn out well for them.
Candidates are likely to encourage their references to cooperate fully and honestly with a process they personally approve of. Conversely, candidates who do not understand or trust the reference process are more likely to make more cautionary and potentially confounding introducition of references.
Reference checks should be gathered from whom the candidate works for, works with and perhaps even supervises. A full picture of the candidate’s behavior at work is essential to a correct hiring decision. The value of asking the right questions, of the right people, cannot be underestimated toward the accurate assessment of a candidate’s qualifications.
Past behavior is a very good predictor of future performance.