Browse our jobs and apply for your next role.
The right candidate is just a few clicks away.
PageGroup changes lives for people through creating opportunity to reach potential.
If you have any questions, we’re here to help.
While many candidates can sell themselves very convincingly in their written resume and interviews, a second or third opinion is still a valuable asset for several reasons. Referees can verify the basics – that they’re telling the truth, for a start, and further, that they have potential to be a good cultural fit.
RELATED: Talent management at a time when job-hopping is the new normal
Carrying out a reference check is also necessary for due diligence in hiring – if anything goes wrong with the hire down the track, HR and the hiring manager can demonstrate they did everything possible to mitigate any problems.
Here are five topics to cover when asking reference check questions:
First, confirm the basics: how long the candidate worked for them and in what capacity; the job title and responsibilities; what your relationship at work was (i.e. direct manager, colleague, or something else) and where they worked prior to your organisation.
It may be appropriate to ask what the candidate’s salary, bonuses, incentives or overtime were. Bear in mind that the referee may not have these figures to hand so offer the option of following up later or via email.
Ask about the things they did best in the role. Why would the referee recommend them in particular? What did they bring to the role/team/organisation? Follow up on specifics from the interview.
It’s also important to delve into the downsides of this candidate. Consider aspects like how they worked with other members of the team – was there anyone they clashed with? Why?
RELATED: Does your next marketing hire really need sector experience?
What is their work ethic like? How do they tackle problems? Would you hire this person again? A good referee will be able to shed light on how well the potential employee might fit into your organisation.
Remember to keep the reference check conversation brief – a job referee will likely be a very busy person, and this conversation is a professional courtesy but by no means an obligation.
For more management advice, check out our hub here.
In a brief space of time, you need to get through a lot to vet a potential hire. Make sure your questions cover the following bases:
If you are an employer and would like to discuss your hiring needs, fill in the form below and we will call you back.
This website has app functionality. Add it to your home screen for fast access and offline features.