First published: May 20, 2022 @ 6:00 pm
We have asked candidates to provide references for decades. It has become a habit after interviewing.
As a hiring manager, you might think that asking for references would be the most important question in the interview process. Surprisingly, it is one of the least important questions.
If you’re hiring someone for a position that requires great technical skills, asking for a reference might be a good choice.
However, if you have a lot of other things to consider (like fitting in with the team), asking good interview questions is better than checking references.
The more important question is whether the candidate will be a good fit for your team. You can do this by asking the candidate questions about their skills, work history, goals, etc.
However, sometimes you need that reference to determine whether you should accept a certain candidate.
In this article, we will tell you several signs about a candidate that require you to cross-check their references:
Signs You Need to Check Your Candidate’s References
1. You’re Convinced They’re Lying about Their Past Experiences
Photo by Christina @ wocintechchat.com on Unsplash.
This is a tricky situation because it’s difficult to tell whether the candidate is telling the truth. However, there are certain things that you can do to help make your decision.
In most cases, the easiest way to determine if someone is lying about their experiences is to talk with their previous employers.
Ask them about their work history and if they had any problems with the candidate.
If they don’t have any complaints about the candidate, it’s probably safe to hire them.
2. They Don’t Have a Career Path or Past Experiences You Can Ask About
It’s important to make sure that the job candidates have had a solid career path and a history of previous experiences that you can ask about. This is especially true if the candidate is applying for a position that requires a lot of experience in specific fields.
You can usually find this information by talking with the candidate’s previous employers, but sometimes you might have to dig a little deeper.
If you have access to the candidate’s resume, check out their career path and make sure it applies to your hiring position.
3. You’re Hesitating Between Two Potential Candidates
Imagine a scenario in which you have two candidates. Both are qualified, with amazing portfolios and eloquent communication styles. Unfortunately, you only have one job vacancy left.
If you don’t know how to choose between the two candidates, asking for references can help you decide.
For example, if you’re hiring for a junior position and both candidates have the same experience, ask them to provide references. This will allow you to choose between the two based on the references.
If you’re not sure which candidate is better suited for the job, it’s always better to ask for references.
It’s much easier to make informed hiring decisions when you already have all the necessary information at hand.
4. You Need Full Perspective on Your Candidates
If you have a few candidates for a particular position, you might need to interview several people.
Here, asking for references will be a valuable insight. Asking their past employers the standard questions such as performance reviews and character references can help you notice some warning signs.
You can now compare the candidates’ backgrounds and work histories. When you have a complete picture of the candidates, you can make the best decisions for your company.
5. They Don’t Have an Appropriate Work History or Background
Photo by Van Tay Media on Unsplash.
If you’re hiring someone for a job that requires great technical skills, it’s safe to cross-check their references.
It’s best to ask them directly about the job you’re hiring for because certain questions are more likely to catch someone in a lie.
For example:
- What type of tasks did they perform? (e.g., design projects, manage projects)
- What was the timeline? (e.g., how long did they work on this project?)
- How much did they earn? (e.g., what was their salary?) Did they meet deadlines? How many times did they get fired/resigned?
If the candidate has worked on similar types of projects, it’s easy to compare them with the job you’re hiring for.
6. You Don’t Have Time to Interview Time
If you have a few candidates for a position and you don’t have time to interview them, asking for references can help you make the best decision.
Take an example of when you’re hiring for a senior position. You only have time to conduct one technical skill test.
In this situation, it’s best to hire the candidate with the highest score. Then, to make sure there’s no potential problem with their job performance, you can ask for references from their past employers.
Determining Candidate’s Qualifications
Asking for references is a simple way to determine if a candidate is qualified for a position. However, it’s important to remember that you should only ask for references if the candidate has no specific skills required for the job.
The more experience and relevant work history a candidate has, the more likely you can determine whether they are qualified for the role you offer. Doing reference checks is just an addition to the hiring process to make sure they will fit your company’s working culture.
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