| As of today, employers around the world are doing a | | | | you to give the job candidates the right coaching and |
| reference check on their new hires. Yet, some are just | | | | training. |
| doing it because this is a corporate policy while some | | | | 4. Cultural fit - Ask questions that could help you to |
| could use the reference check results effectively to | | | | choose the candidates who could fit in your corporate |
| make better hiring decisions. | | | | culture. This will save you a lot of time to align their |
| After discussing with our reference check team and | | | | mindset and working style with your existing team |
| various Human Resources leaders, I would like to lay | | | | members. |
| out 5 types of questions that should be included in an | | | | 5. Major strengths and weaknesses - know about the |
| effective reference check: | | | | person's strengths and weaknesses so that you could |
| 1. Unethical and misconduct behaviors - you probably | | | | assign the person to do the right work and attend the |
| need to know if this person had any track record in | | | | right training workshops. |
| employee fraud cases or other wrongdoing in the | | | | Reference checking is a process that could really help |
| previous jobs. | | | | to better understand job candidate's background and |
| 2. Core competencies related to your organization's | | | | the fit of the specific job and organization. Different |
| requirement - you can also use questions that are | | | | industries have different norms and specific questions |
| related to the ones in the psychometric test, ability test | | | | to ask in reference checking. As a HR professional, |
| and interview. | | | | we should always customize our reference check |
| 3. Skills related to the job description - no one is | | | | questionnaire to fit with our own organization's |
| perfect. You just need to ask questions that could help | | | | requirements. |