The hiring process in Canada can be a handful, but searching for a new team member doesn’t have to be overwhelming if you know where to look. Wherever you’re located, whatever the position you’re looking to fill, there are likely dozens of qualified candidates coming forward during the recruitment process. It’s a hiring manager’s job to sort through these candidates as best they can, and one of the most efficient ways to wade through a sea of potential candidates is through a reference check.
Why Are References Important?
A candidate’s references give invaluable insight into their prior work experience, as well as their general attitude. Their performance and consistency, as told by a past employer, could give you or your hiring manager an indication of their attitude and capabilities in a work environment. References often give insight into the relevancy of the candidate’s skills and experience and how they may translate into the position you’re trying to fill.
References might also give a recruiter an idea of a candidate’s demeanour and personality. It can be difficult to gauge these finer details from somebody’s resume or a first-round interview, so references are the place to turn when deciding whether to continue with the interview process.
Entrepreneurs and even human resource professionals have their work cut out for them when it comes to the hiring process. Consulting the candidate’s references is a quick and easy way to check a few boxes off your hiring process checklist.
What Kinds of Questions Should You Ask In a Reference Call?
When you’re contacting a reference, it’s best to go into the conversation with a good idea of what information you’re hoping to glean from them. There are a few questions you should make a point of asking that will give you a well-rounded picture of the candidate you’re considering.
For instance, it’s best to ask about their relationship with the candidate upfront to be clear about the direction of the conversation. Beyond that, you might want to ask the following questions:
- How long did the pair work together?
- What did a day at work usually look like for a candidate?
- What were their responsibilities?
- Was the candidate dependable?
- How did they interact with clients/customers/other coworkers?
- Why did they leave their position?
- What were their communication skills like?
- How did they handle stressful situations?
- Did they require supervision or could they work independently?
- Did they take direction from their superiors well?
These are just a few examples of the questions you could ask to get a background check on your potential candidate. While these are great jumping-off points to get your conversation rolling, I recommend tailoring your inquiries based on the type of position you’re looking to fill.
What Kinds of Questions Should I Avoid?
In the hiring process, we want to make sure that we’re steering clear of our personal biases and that we’re not allowing them to affect the choices we make about candidates. You should never inquire about somebody’s:
- Sexuality or gender
- Race or ethnicity
- Religious affiliation
- Age
- Marital status.
Additionally, it’s not wise to ask about somebody’s medical history, personal health, or disability status. While it’s important to gauge whether a candidate is capable of completing tasks necessary for the position, it’s better to ask that question directly. It’s important to ensure that all qualified candidates are considered for their job-related abilities and their potential contributions to the company. Questions about their affiliations or lifestyles outside of the workplace are not appropriate.
What Is the Expected Timeline for a Reference Check?
While your applicants are probably eager to hear back from a hiring manager, it takes time to thoroughly vet a candidate. The hiring process is generally expected to be completed within a few weeks. Whether you’re doing the hiring or you have a hiring manager, you need time to consider your options. However, you might not want to keep qualified contenders waiting for too long. Ideally, if you’ve contacted someone’s references and you’re interested in following up with them, you would reach out to them within a couple of days, and no more than ten or twelve.
Should I call A Reference or Email Them?
If you’ve decided to reach out to a reference, it’s best to call them if you have the opportunity. While email can sometimes be just as effective, talking on the phone decreases the possibility of miscommunication on both sides. You might find it helpful to reach out via email first to schedule a phone call to ensure you’re both available for a conversation of this nature.
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