Make sure to ask references these questions

When conducting references, it is always important to ask questions that go beyond reviewing the successes that candidates had in their past positions.

This includes the following:

1.

Make sure to get a good understand of the candidate's past relationship with employees.

Use behavioral questions focusing on how they handled conflict with other employees.

Do not ask if they had any conflict as it is too easy to say no, ask them how they handled it as it is easy for a reference to answer no to that question.

2.

Make sure to ask a question regarding how the candidate responded under pressure.

Even the best candidate presentation can be altered significantly under pressure.

3.

Make sure you obtain feedback regarding how they accept criticism.

Sometimes unique personality traits come out here which will can help the person's next manager get the most out of them in their next role.

4.

Would they hire that candidate again?

Don't listen for the yes, but look for any hesitation to answering the question.

Also, be leery of the answer "it depends on the position."

This is sign that more probing is needed.

5.

How are they motivated?

Be cautious if their focus is on compensation.

If you win the person on dollars, you can lose the person on dollars.

If the answer is challenge, be sure to understand what that main challenge was for them in their last role.

6.

Get a better understanding of their general attitude.

What did they like doing most and what did they like doing the least?

Is this align with the new position?

7.

Introvert or extrovert? Force the answer as it will suggest the best work environment for the candidate once the reference starts to answer.

Do not give the reference the opportunity to say that they work equally well in teams or independently.

The reference should be used to help the new company onboard and succeed as oppose to satisfying the candidate's mission which is to secure a good reference.

Farewell,

Mike