Guideline for references

Guide to effective reference checks for applicants

Obtaining and assessing references plays a key role in identifying the best talent for your team.

Mandatory or optional?

Depending on which recruiters you talk to, you'll hear different perspectives on the topic of reference checks. There are those who see references as a waste of time. And then there is the other side: recruiters who have recognised the importance of references.
The decisive difference often lies in the structured approach to obtaining references.

Some recruiters fail because of unstructured requests, which often lead to positive reports because they are talking to people close to the candidate. To avoid this, it is advisable to specifically contact former managers as references.

The right approach therefore starts at the application stage by asking candidates to provide names and contacts of their former managers. The applicant's response to this request can say a lot about their professionalism.

Targeted questions are crucial in the interviews with the reference providers. Questions about collaboration, successes, the most important requirements for the new position and soft skills provide insights into the applicant's suitability. In addition, questions about strengths, weaknesses, coping with setbacks and a possible promotion help to paint a comprehensive picture.

A scale of 1 to 10 for assessing competences as well as questions about recommendations and possible further references complete the process. Absolute confidentiality is important in order to obtain honest answers.

References not only serve as a check, but can also help to better understand the specific skills of introverted applicants.
Overall, structured reference checks provide a crucial head start in making successful recruitment decisions and avoiding bad hires.

But be aware: actively obtaining opinions and references about applicants is only possible if the candidates have given their consent!

In the following, we would like to give you some tips on how to obtain and professionally evaluate references without making mistakes.

1. Obtaining references: an important step

Before you start looking for references, it is important to note that you are doing so with the consent of the candidates. Candidate consent is crucial to respect privacy policies and maintain ethical standards. Make sure candidates are aware that you want to contact previous employers or colleagues.

2. The call: Targeted questions for meaningful information

Once you have the green light, you can start calling the references. Formulate your questions strategically to gain detailed insights into the candidate's skills and work style. Here are some questions you could ask:

  • How long has the candidate worked at your company and in what position?
  • What particular skills or strengths has the applicant demonstrated?
  • How well has the applicant integrated into the team and worked with colleagues?
  • What areas could the applicant develop to improve?
  • Why did the applicant leave the company and would you hire him/her again?

3. The art of interpretation: evaluation of references

The information received about each candidate is valuable, but it must be interpreted correctly. Look for consistent patterns and recurring themes in the answers. Also take into account that different people may have different perspectives and try to get a balanced picture.

4. Challenges and pitfalls in reference checking

It is important to emphasise that reference checking is not without its challenges. Some referees are reluctant to disclose negative information. Try to build trust by asking open and precise questions. However, be aware that not all information will be accessible.

5. Data protection and ethics

Strictly adhere to data protection guidelines and ethical standards when obtaining references. Use the information received exclusively for the application process and do not pass it on unless the applicants have expressly consented to this.

Professional recruitment agencies: the key to effective skills development in the application process

The search for qualified specialists can be a challenging task, especially when it comes to assessing the actual competences of applicants. This is where professional recruitment agencies come into play. Thanks to their expertise, they not only offer a comprehensive analysis of the application documents, but also pay particular attention to the evaluation of references.

The decisive advantage is that recruitment agencies have established structured procedures to obtain targeted information from reference providers. This enables you and your company to gain a sound insight into the actual performance and skills of the candidate. The experts filter out precisely the information that is relevant to the specific requirements of the position.

By working with recruitment agencies, you can ensure that you not only receive superficial reference assessments, but also gain deeper insights into the candidate's collaboration, achievements and areas of development. This structured approach makes it easier to identify the best talent for your team while minimising bad hires.

In short, professional counselling by recruitment agencies raises the quality of reference checks in the application process to a new level, which ultimately leads to well-founded personnel decisions.

References: The key to success in the selection process

Reference checking is a valuable resource for building the best team for your organisation. By being smart, asking respectful questions and adhering to privacy guidelines, you can ensure that you receive meaningful information to make informed hiring decisions.
By working with professional recruitment agencies, you also have a decisive advantage and can build up in-depth expertise. The HR experts have not only established proven procedures for evaluating references in a targeted manner, but also offer a comprehensive analysis of application documents.
Finally, it should be emphasised that a conscious approach to data protection and ethical standards is essential. References should always be obtained with the consent of the applicant in order to maintain their trust.

Do you have questions about reference checking? Write to us, we will be happy to help you: info@e-selection.ch

With kind regards,
Your e-selection team


#eselection #engineering #hr #jobseekers #entrepreneur #recruiting #references #assessment #personalconsultancy #personaldienstleistung