Candidates often present their best selves in interviews, making it hard to know their true strengths and weaknesses. References who worked with the candidate before can offer valuable insights, especially about soft skills like teamwork and leadership.
1. Check with the Candidate’s Current Employer:
Ensure the candidate is aware of what their current boss will say.
2. Choose the Right Contact Method:
For example, conduct reference checks by phone for spontaneity and to be able to hear the reference’s nuanced responses.
3. Decide Who to Speak To:
Let the hiring manager choose based on the questions they want to ask.
4. Remember not to Treat Criticism as a Red Flag:
View constructive criticism from a reference as an opportunity to understand the candidate better.
1. Describe Weaknesses/Strengths:
Use the reference’s responses to evaluate the candidate’s capabilities and compare answers with the interview.
2. Teamwork Assessment:
Get insights from colleagues or team members about how well the candidate works in a team.
3. Handling Challenges and Failures:
Utilize the reference’s answers to better understand how the candidate deals with challenges by asking specific questions related to the potential job.
Indeed is a job seeker’s website with job postings from across the world. In their article, they speak on the importance of knowing when to call references, what to ask, who to call, and more.
LinkedIn is a social media platform that is business and employment-focused. One of their users provides an article outlining the pros and cons of contacting references, complete with tips and tricks.
The Provincial Government of BC has a nicely organized and detailed document available for download that includes key points, planning and preparation tips, how to conduct a reference check interview, and how to evaluate it. There’s even a handy checklist at the end for hiring managers to use!
GoodHire is a background check agency that aims to support employers and employees alike. Their article offers a list of their top 10 questions to ask a candidate’s references.
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Email: kesadmin@kes.bc.ca
Address: 119 11th Avenue North, Creston, BC, V0B1G0
Phone: 250 489 5117
Fax: 250 489 0663
Email: cranbrook.admin@kes.bc.ca
Address: #210 1113 Baker Street, Cranbrook, BC, V1C1A7
Phone: 250 423 4204
Email: fernie.admin@kes.bc.ca
Address: 302 2nd Avenue, Fernie, BC, V0B1M0
Phone: 250 341 6889
Fax: 250 341 6886
Email: invermere.admin@kes.bc.ca
Address: 2-503 7th Avenue,
Invermere, BC, V0A1K0
Phone: 250 428 5655
Fax: 250 428 5336
Email: kesadmin@kes.bc.ca
Address: 119 11th Avenue North, Creston, BC, V0B1G0
Phone: 250 489 5117
Fax: 250 489 0663
Email: cranbrook.admin@kes.bc.ca
Address: #210 1113 Baker Street, Cranbrook, BC, V1C1A7
Phone: 250 423 4204
Email: fernie.admin@kes.bc.ca
Address: 302 2nd Avenue, Fernie, BC, V0B1M0
Phone: 250 341 6889
Fax: 250 341 6886
Email: invermere.admin@kes.bc.ca
Address: 2-503 7th Avenue,
Invermere, BC, V0A1K0
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Land Acknowledgement
Kootenay Employment Services and our employees are committed to the continuous understanding of truth and reconciliation. We respectfully acknowledge that we live and work on the unceded traditional and current territories of the Ktunaxa Nation, including the Yaqan Nu?kiy,ʔaq̓am, Yaqit ?a’Knuqǂi’it, and ʔakisq̓nuk as well as the Shuswap Band. Unceded means that the land was never agreed to be signed away.