Most reference checks are
limited to names that the job applicant has given to the company. And while these references can give a good
sense of what the candidate is about, there is more that a reference check
can do.
Reference checks are a
wonderful opportunity to find out things which don’t show up while a job
applicant is interviewing. While someone
is interviewing, they are always on best behavior. A reference check is a great way to find out
if someone is truly likable.
Yet most companies fail to
determine this critical information. In
fact, most companies, do fairly perfunctory references. Often, more because they have to.
The law that may require
reference checks is called Sarbanes Oxley (SOX). It was passed by congress about a dozen years
or so ago. SOX requires public companies
to be responsible for internal controls to protect against fraudulent
accounting practices. These controls
have been extended to include many human resources functions and, among other
things, may include reference and background checks.
When checking references, companies
usually ask valid questions. They ask about abilities; they ask about the
circumstances under which someone left a company; they ask about relations with
others, their working habits, their managerial skills. All these things are important to know, but
often form a mere check list, to be put in a file drawer to show that a company
did its due diligence (under SOX or otherwise).
References should go beyond
this check list, even with names that have been given to them. I have found that even good friends will be honest if probed properly. Reference checks are a
great opportunity to ask about issues which are important to know but are best
coming from a third party.
Here is my list:
-
Are they nice?
-
Are they
likable?
- Are the good humored?
- Are the good humored?
-
Are they
compassionate towards others?
-
What is their
management style?
-
Do they manage
up better than they manage down?
-
Are they
temperamental?
-
Are they hands
on?
-
Do they present
well?
-
How do they
handle difficult situations?
-
Do they have
personal issues which may not have shown up while interviewing?
-
What problems
are they best at solving?
-
What are their
working habits?
-
Would you work
with them again?
If these issues are probed
and examples asked for, the people giving the references, even if provided by the candidate, will usually
give a very good picture of the candidate.
For instance, it is impossible to directly ask a candidate if they are
nice, but is easy to ask a third party and then probe them to find out specific
instances of their niceness.
I just had a candidate who
told me that her boss is Jekyll and Hyde; when he is nice he is good, but
when he is off his meds, so to speak, he is horrible. I am sure his references said that he was an
excellent executive and good at his job, but this personality trait never showed up because it wasn’t
asked. Yet isn’t that what a company really
wants to know? That a person is a
screamer, or difficult, or temperamental should be known before they begin
work, not after. Finding out it in
advance can save a lot of angst later on.
This is a great list! I'm using it. Thanks.
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