Here’s what you need to know about reference checking
Part of the hiring process usually includes reference and background checks. These may be very superficial, or they may be pretty detailed. Many people have misconceptions about how reference checks are conducted, what a potential employer may ask, and what a former employer may say. The most common reference-checking questions are usually these:
How do you know this person? In other words, were you a former manager, coworker, client, etc.? It’s an essential question because it gives the person checking the reference context.
How long did you work together? Did you work together for a few months or years? Again, context matters.
How would you describe her strengths? Areas for improvement? Questions like these can help spark dialogue and get into a conversation, rather than merely having the reference answer questions. This is where your reference’s subjectivity comes into play.
Why did she leave, and would you re-hire this person? Again, the answers to these questions and the dialogue that ensues gives insight into your performance and achievements.
And now, some myth-busting:
Your reference can say pretty much anything as long as it’s true. Companies often have policies that state that they can only confirm titles and dates of employment, but this does not stop people from talking.
A lot of reference checking can happen behind the scenes. With the wide availability of LinkedIn, there is no reason that someone has to stick to the list of people you provide. With a bit of digging, they can pretty quickly go outside of your list of references to get a better picture of the candidate. You should be aware that hiring managers do this.
An employer does not need your permission to check your references. This comes as a shock to many, but it’s true. No consent is necessary, although letting you know that a reference check is being conducted is undoubtedly an expected professional courtesy.
They can contact your current boss. Most of them won’t do this, but nothing prohibits them from contacting your manager.
Your best references are former managers, those people who have guided you in your day-to-day role. However, good reference checkers realize that crummy managers are out there and that they may not be the best people to verify ANYTHING – much less the quality of your work. You should have at least one former manager as a reference. For others, think about the larger teams you have worked with—you’ve probably worked with other managers on cross-functional projects, with clients to help them solve their problems, and with other contacts in your field or industry. Any of them can be a reference. While some employers regard reference checking as a nuisance and as a line item to be ticked off of a list, savvy managers know the importance of checking references and may wish to conduct the reference checks themselves. The bottom line is that there is no standard way they are conducted, so you should be prepared for anything. ALSO, make sure you talk to your references to give them information that someone might be calling. You don’t want someone to be blindsided with a call that they are unprepared to take.