What are the best questions to check personal or work references?

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Catherine Le Nevez
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Since candidates can be unreliable, lying, or overdoing it to get the job, you need to make sure all aspects of the job references are real. To do this, you need to ask questions, such as the ones we will show you below under the topic What are the best questions to check personal or business references?

What are the best questions to check personal or business references?

Why should questions be asked to check personal or work references?

Checking references, personal or business, is a vital process during the process reclutamento for your company or business. This process must meet certain primary recruiting and selection objectives, but in short, this is important because it is the only way for the recruiter to verify the accuracy of the skills, results and experience that candidates claim to have.



Since interpersonal skills are important in the workplace, it is not enough just to have a candidate give you the contact information and name of the previous employer, you should inquire about the type of employment relationship that the applicant had with that person.

It is important that the references required of the candidate come directly from a human resources manager, former boss, executive director or any other supervisor of the company from which the employee left.

It is also very important that the reference is up to date , that is, that they do not come from very old jobs of the applicant, as this is a sign that he has failed to consecrate healthy and strong working relationships in his old jobs, to clarify how the personality traits in the performance of employees.



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What are the best questions to check personal or work references? The 8 main questions

The best way to check candidates' personal or business references is to contact them directly the adviser and ask him key questions to find out everything you need about the candidate, here are some of the questions you can ask:

1. Do you know the candidate?

This is the first question you should ask, with which you will know if you can keep asking more questions and which will confirm if they really shared the work ties in a job at a given time and which relationship united them.

2. How long have you been working together?

This is one of the many questions with which you will be able to reveal if during the job interview, the candidate to join the company has provided truthful information and will allow the recruiter to collect information more truthful .

3. What was the candidate's greatest achievement working together?

This is a question that allows us to know how ambitious a candidate is, his interpersonal skills in the workplace and what he is willing to do in his job development moreover, it allows to know if the candidate has omitted any result out of shyness or if he has rather resorted to exaggeration during his interview.

4. Were you his partner, subordinate or superior?

If you want impartiality to prevail, asking this question will be best, as it will reveal the hierarchical relationship that existed between the candidate and the adviser, revealing aspects of bias or impartiality in making the reference.


5. What do you think the candidate is missing in order to continue a successful working life?

This is a very interesting and important question, because the recruiter's answer will clarify whether the candidate will be a useful and valuable worker in your company, or you can do without it.



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6. Has the candidate received a promotion at any given time?

Depending on the answer given to this question, you can either: reinforce the question because it suits you (if the answer to the question is yes) or try to figure out why it didn't happen before outright rejecting it (if the answer is no).


7. Why did the employee leave his position?

Here you can find out if it was a voluntary waiver by the applicant or if it was a dismissal and the reason that led the adviser to make that decision.

8. Can you recommend someone else to provide references on the candidate?

This question allows the recruiter to get to know other people who can provide reliable information about the candidate and therefore adequately corroborate the own abilities.

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