Checking Employment References

Checking employment references is a critical step in the hiring process. Too often, employers don't take this step seriously. They make one phone call and think that their job is done. An employment background check can reveal things about your candidate that you need to know.

In most cases, your job application will provide the appropriate disclaimer language to allow you to check a candidate's references. In addition to verifying the facts, for example, dates of employment and eligibility for rehire, checking employment references should give you some insight into the candidate's strengths and relative weaknesses.

Top-Sales-Jobs.com has a list of questions you can ask a referee. Our Reference Questions will give you several options for getting to the true story on a candidate's performance.

Here are some quick tips on what to ask and what to listen for:

1. Hesitation. Does the referee take a little too much time on what should be a relatively easy question? Don't be afraid to probe if you think there's something the referee isn't talking about. Tell them that you detect some hesitation. Reinforce that we all have strengths and weaknesses - and in fact, when you check a reference that's too glowing, it lacks credibility.

2. Ask relative ranking type questions that force the referee to prioritize strengths. For example, "When you think about the components of the sales process, if you had to rank Joe's skills in terms of: opening new relationships; closing business or account management - which is his strongest skill set?" Force the choice. Acknowledge that he's undoubtedly great at all of these things, but where does he really shine? This gives you some insight into relative strengths.

3. Inconsistencies. You'll be talking to several referees. Are there any gaps or widely differing opinions on the candidate's performance?

4. Ask who else you should be talking to. People typically include referees who will speak highly of them. This is no surprise. Find out who else in the organization the candidate worked closely with - or get the name of the boss' boss. You can always go back to the candidate and inquire why someone's name did not make the list.

A note about academic credentials...

Academic credentials need to be verified. It's alarming how many times what appears on a resume is not the whole truth. Verify directly with the academic institution or their agent (e.g National Student Clearing House; DegreeCheck).

Do not accept transcripts or a copy of a diploma as proof of graduation. False credentials are readily available today on the internet.

Verify directly with the Registrar's office that a degree was conferred. Completing this part of a reference check BEFORE extending an offer is smart. In fact, checking academic credentials between a first and second round interview makes sense. You'll be able to identify any problems before getting too serious about a candidate.

There's nothing worse than thinking your position is filled only to find out when you're ready to extend an offer that resume fraud has occurred. There are many credentials to evaluate with every business team member; a SuccessFactors employee assessment for each worker can optimize your company's production.