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Reference


Checking Table of Contents 1FREQUENTLY ASKED QUESTIONS ABOUT REFERENCE CHECKS2HO CONDUCTS THE REFERENCE CHECKS2OW MANY REFERENCES SHOULD BE CONTACTED2HO SHOULD SERVE AS A REFERENCE2HOULD OBTAIN A CA

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Document on Subject : "Reference"— Transcript:

1 Reference Checking Table of Conten
Reference Checking Table of Contents ........................1 FREQUENTLY ASKED QUESTIONS ABOUT REFERENCE CHECKS..........................................................2 HO CONDUCTS THE REFERENCE CHECKS...............................................................................................................2 OW MANY REFERENCES SHOULD BE CONTACTED...................................................................................................2 HO SHOULD SERVE AS A REFERENCE.....................................................................................................................2 HOULD OBTAIN A CANDIDATES CONSENT TO CHECK THEIR REFERENCES............................................................2 HAT IF THE CANDIDATE ASKED NOT TO CONTACT THEIR CURRENT SUPERVISOR...................................................2 ONS FOR REFERENCES................................................................................

2 ...............3 HAT SHOULD CONSIDER WH
...............3 HAT SHOULD CONSIDER WHEN PLANNING MY QUESTIONS..................................................................................3 CALLING REFERENCES..........3 OW SHALL CONTACT REFERENCES.......................................................................................................................3 HAT IF THE REFERENCE REFUSES TO PROVIDE ANY INFORMATION........................................................................3 CALL REFERENCES PROVIDED BY THE CANDIDATES REFERENCES.................................................................3 HANDLING REFERENCE INFORMATION.........................................................................................................3 HAT IS THE BEST WAY TO HANDLE THE INFORMATION GATHERED FROM A REFERENCE CHECK.............................3 SUGGESTED REFERENCE CHECKING STEPS.................................................................................................

3 4 ...............5 i Frequently Asked
4 ...............5 i Frequently Asked Questions about Reference Checks Who conducts the reference checks? Typically, the person who will be making the final hiring decision checks the top human resources (HR) specialist may check references. How many references should be contacted? Contacting multiple references can be beneficial to gather different perspectives on a candidate’s skills and abilities. ferences for the hiring manager (or HR specialist) to contact. If those references are not available, Who should serve as a reference? The reference should have been in a position to directly observe the candidate and be of a References who have had the most recent contact with the candidate may be better able to provide specific and accurate feedback. Less recent references may not be aware of new skills the candidate may have developed. On the other hand, there may be circumstances where a less recent reference has the best

4 knowledge of the competencies that are
knowledge of the competencies that are most important for the position to be filled. Accordingly, you will need to use judgment and weigh the information references provid Should I obtain a candidate's consent to check their references? ferences, you should obtain their permission application (e.g., a statement that all information provided by the candidate will be verified), the Declaration for Federal Employment form ( OF-306 ) or a similar agency-developed form, or orally (e.g., during the interview). What if the candidate asked not to contact their current supervisor? option within online staffing systems). One current supervisor not be c 2 Developing Questions for References What should I consider when planning my questions? onsideration. For example, if the position requires the candidate tocandidate's ability to follow work procedures might be appropriate. Consider time constraints when deciding how many questio

5 ns to ask. Consider how long it will ta
ns to ask. Consider how long it will take the references to answer the quemanageable number. Calling References How shall I contact references? lly by phone. When contacting the reference, of the position being filled and an estimate of how long the call will take. It may be has given permission to have his or her nd dates of employment), then move on to more in-depth What if the reference refuses to provide any information? Some agency (or company) policies do not allow the release of a previous employee’s information. At a minimum, most will provide start and end dates and position titles. If you are not able to get the information you Can I call references provided by the candidate’s references? A reference provided by the candidate may, incan provide additional informareferences demonstrates consideration for the candidate. Handling Reference Information What is the best way to handle the information gathere

6 d from a reference check? Your agency m
d from a reference check? Your agency may have policies or guidelines for maintaining this information. Please check with your HR department for guidance. While checking references, it is possible the candidate may view a situation, interaction, or goal accomplishment differently than a reference; consequently, some discrepancies may emerge. If you receive information differing from what the candidate said, it may be 3 Sample Questions ndidate (e.g., peer, colleague, supervisor)? Could you give me a brief description of the duties the candidate performed? What were the candidate’s strengths? What were the candidate’s weaknesses or areas where the candidate could improve? Would you recommend him/her for this position? Why or why not? How well did the candidate know the work? How well did the candidate perform on the job? How well did the candidate manage the workload? How would you describe the candida

7 te’s relationships with co-workers,
te’s relationships with co-workers, subordinates, and supervisors? e candidate’s ability to perform his/her job? candidate have? Is the candidate eligible for re-hire in your organization? 5 Reference Suggested Reference Checking Steps Decide who will conduct the reference check (e.g., hiring official or HR specialist) Step 1 Inform candidates you will be checking theiOF-306 itional references, as applicable ting information rece Ensure materials are stored and retained according to agency policy 4 Suggested Reference Checking Steps Decide who will conduct the reference check (e.g., hiring official or HR specialist) es (see sample questions) Step 1 Inform candidates you will be checking theiOF-306 e duties the candidate will perform Contact additional references, as applicable ormation rece Ensure materials are stored and retained according to agency poli