Hi, Can any one give me some inputs regarding Reference check. How and in what fashion it should be carried ? Regards Vinay Kumar
From India, Hyderabad
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24From India, Hyderabad
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You can make a standard questioner which includes questions related with candidate(s) personal attribute, performance, etiquettes, experience, designation, behavior etc. Pramod
From India, Delhi
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From India, Delhi
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Hello,
Yes, the reference check can be done through a questionnaire. This questionnaire includes details such as:
1. Candidate's name
2. Position applied for
3. Reference name
4. Reference's designation
5. Relationship with the candidate
6. Candidate's strengths and areas of improvement
7. Level of job performance
8. Level of supervision required
9. Judging on areas like goal orientation, communication skills, personal credibility, work output, attendance
10. Reason for leaving
11. Comments, if any
This questionnaire will cover most of the information you need to know about the candidate from the reference. I hope you get some idea through this.
Adios
From India, Mumbai
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Yes, the reference check can be done through a questionnaire. This questionnaire includes details such as:
1. Candidate's name
2. Position applied for
3. Reference name
4. Reference's designation
5. Relationship with the candidate
6. Candidate's strengths and areas of improvement
7. Level of job performance
8. Level of supervision required
9. Judging on areas like goal orientation, communication skills, personal credibility, work output, attendance
10. Reason for leaving
11. Comments, if any
This questionnaire will cover most of the information you need to know about the candidate from the reference. I hope you get some idea through this.
Adios
From India, Mumbai
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Dear Vinay, Hope you will find the attached document helpful for your query. Thanks and best regards,
From Malaysia, Ipoh
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From Malaysia, Ipoh
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Hi,
Insist on checking supervisory references for the candidate: Candidates sometimes say they don't want you to contact a former or current supervisor. There are two common reasons for this reluctance.
The first reason is that they don't want their current boss to know they're job-hunting. They don't want to burn any bridges with their current employer until they know they have a new job lined up.
The second reason is that they're afraid their current supervisor will say something negative about them.
If you're seriously interested in the applicant, you should tell them that they are on the final list but that you must have a full picture of their work history, and therefore must check with their past and current supervisors, even if the applicant has provided the names of other individuals in the organization as references. Explain that if you can't have a discussion with the immediate supervisor, you may not have enough information about their candidacy to make an informed decision, and you won't be able to consider them further. Then ask them to explain their reluctance and work through it with them.
If their current boss doesn't know they're looking, give the candidate some time (a day or so) to go back and have their own conversation with their supervisor, so that your reference call won't catch the boss off-guard.
If they're afraid the supervisor will say something negative about them, ask them to describe what they think the supervisor will say -- and why they think he/she'll say it. Sometimes supervisors will say discouraging things, even about good employees, if they're trying to keep the worker from leaving. Sometimes if there are problems in an employment relationship, the problems are with the boss -- and not with the employee. And sometimes there's legitimate negative information that the candidate would rather you not hear.
If the candidate thinks you may get negative information from a current or former supervisor, assure them that their own explanation of the situation will also help you weigh what you hear. Encourage the applicant to give you the names and phone numbers of others in the organization who might be able to provide countering or balancing information.
Cheers,
Rajat
From India, Pune
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Insist on checking supervisory references for the candidate: Candidates sometimes say they don't want you to contact a former or current supervisor. There are two common reasons for this reluctance.
The first reason is that they don't want their current boss to know they're job-hunting. They don't want to burn any bridges with their current employer until they know they have a new job lined up.
The second reason is that they're afraid their current supervisor will say something negative about them.
If you're seriously interested in the applicant, you should tell them that they are on the final list but that you must have a full picture of their work history, and therefore must check with their past and current supervisors, even if the applicant has provided the names of other individuals in the organization as references. Explain that if you can't have a discussion with the immediate supervisor, you may not have enough information about their candidacy to make an informed decision, and you won't be able to consider them further. Then ask them to explain their reluctance and work through it with them.
If their current boss doesn't know they're looking, give the candidate some time (a day or so) to go back and have their own conversation with their supervisor, so that your reference call won't catch the boss off-guard.
If they're afraid the supervisor will say something negative about them, ask them to describe what they think the supervisor will say -- and why they think he/she'll say it. Sometimes supervisors will say discouraging things, even about good employees, if they're trying to keep the worker from leaving. Sometimes if there are problems in an employment relationship, the problems are with the boss -- and not with the employee. And sometimes there's legitimate negative information that the candidate would rather you not hear.
If the candidate thinks you may get negative information from a current or former supervisor, assure them that their own explanation of the situation will also help you weigh what you hear. Encourage the applicant to give you the names and phone numbers of others in the organization who might be able to provide countering or balancing information.
Cheers,
Rajat
From India, Pune
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Hi Rajat,
Good one on reference checks. Thanks for that.
But...
Last week, I received a call from an MNC (well-established with an HR director, et al) checking on one of my ex-colleagues' performance, attitude, etc. I got this call 3 weeks after this chap had joined that organization. What's more, my ex-colleague himself called me and informed me that I would be receiving a call from the HR representative, requesting me to provide a positive report! The HR individual from that company was asking me several questions about my ex-colleague and mentioned that he was reading them from a printed format.
What do you think about such organizations?
Thanks,
Bal
From India, Madras
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Good one on reference checks. Thanks for that.
But...
Last week, I received a call from an MNC (well-established with an HR director, et al) checking on one of my ex-colleagues' performance, attitude, etc. I got this call 3 weeks after this chap had joined that organization. What's more, my ex-colleague himself called me and informed me that I would be receiving a call from the HR representative, requesting me to provide a positive report! The HR individual from that company was asking me several questions about my ex-colleague and mentioned that he was reading them from a printed format.
What do you think about such organizations?
Thanks,
Bal
From India, Madras
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Hi,
In my company, we have a separate recruitment team taking care of the entire recruitment activity - until salary finalization. I handle the post-recruitment activity right from the issuing of the offer.
I would like to know at what point the reference check should be done and by which department.
Thank you,
Maria
From India, Madras
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In my company, we have a separate recruitment team taking care of the entire recruitment activity - until salary finalization. I handle the post-recruitment activity right from the issuing of the offer.
I would like to know at what point the reference check should be done and by which department.
Thank you,
Maria
From India, Madras
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Hello,
I would like to inform another employer about a couple of bad candidates who worked with my current organization and have applied for a job there. I have always had issues with their performance, late arrival, negative attitude, and failure to follow company policies.
How can I write this email professionally? I do not want them to suffer and waste time on such employees the way I have suffered and wasted time.
From United Kingdom, Kensington
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I would like to inform another employer about a couple of bad candidates who worked with my current organization and have applied for a job there. I have always had issues with their performance, late arrival, negative attitude, and failure to follow company policies.
How can I write this email professionally? I do not want them to suffer and waste time on such employees the way I have suffered and wasted time.
From United Kingdom, Kensington
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
REFERENCE CHECK FORM TO BE SENT TO TSUPERVISOR.doc
Reference Check Form.pdf