You have just finished asking all the basic reference questions like, position, duties, why did they leave, did they complete projects on time, communication skills and technical competency and while they all must be asked, it is our duty as recruiters and H/R professionals to dig a bit deeper. I have put together a list of "must ask" reference questions to help you "predict" the candidate's future with your company or a client's company.
1. Did the candidate typically achieve assigned objectives?
Every employee will have some type of objectives to accomplish, whether it be designing a bridge or developing a new product line. Ask how the candidate performed with measurable objectives at their former company. A great follow up question is to ask about what happened when the candidate didn't meet an objective.
2. What are the candidate's areas of development?
After asking the strengths question, everybody figures you're going to ask the weakness question. Well you are…just in a different way. By asking about areas of development you have "softened" the weakness question, and you will get a much more usable answer from the person you are checking with. Nobody wants to "tell" about someone's weaknesses but since everyone has "areas of development" you are more apt to get an honest answer.
3. What did the candidate do to turn these "development areas" into assets or strengths?
Just as important as determining the candidates areas of development is determining whether the candidate worked on development areas or just had the attitude of "that's the way I am". The answer to this question will tell a lot about what type of person your candidate is and how well they know themselves.
4. If you only had one word to describe the candidate what would it be?
The answer you get will be how this person perceives the candidate on a day to day basis, and probably is how all other people the candidate works with perceive them. While there is no correct answer to this question, you are looking for the one quality either you as the hiring authority or in the case of a recruiter, your client is looking for. This is a good question to ask the ultimate supervisor of the person when receiving the job order.
5. Would you rehire the candidate?
If they wouldn't hire your candidate again why should you? Frequently you will still get the answer that it is "against company policy" to rehire any former employee. Try re-phrasing the question like this, "If you were at another company and were in a position to hire or recommend this candidate to your new company, would you?
The old adage "history repeats itself", is never more true than when it comes to hiring employees. Good employees at one company are typically good employees at the next. The better you are at reference checking the more likely you will hire the exceptional candidaten
