- Posted by Vidcruiter
- On March 5, 2012
- 0 Comments
- automated reference checking, interviewing technology, live interview, video screen
The old way of getting references you needed to maximize time, and that was by having a set of questions to ask your reference. You didn’t want to waste the time of the reference or yours by not being prepared.
In some cases the references would decide to babble on and have a lengthy chitchat with you.
So we needed a new way to maximize the time for both parties and that is when Automated reference checking was born. The idea, prepare a list of questions for your reference to answer on their on time using a service like VidReferencing.
But remember that each vacant position must have its own set of questions to ask the reference. If the vacant position is a nurse, then its reference check questions must be separate from those asked for the position of an electrical engineer.
Before you needed to watch out for key words from the reference’s mouth in describing the candidate at hand. If he praises the candidate, then you are free to ask on the circumstances around that one. But now with this technology and the fact both parties involved get to keep a copy of the report we have found that the amount of information in general provided by the reference is actually much more in detail than ever before over the phone.
Avoid questions that violate equal opportunity such as a person’s medical information, gender preference or religious preference. The following are examples of pertinent questions to be asked, and of
course, these questions are just a guide:
- Candidate’s dates of employment with previous employer
- His or her designation
- Reference’s professional relationship with candidate
- Candidate’s specific duties on his or her prior position
- Examples of candidate’s strengths
- Examples of candidate’s areas for improvement/weaknesses
- How candidate fares in the workplace atmosphere, stress of the job, interpersonal relationships with clients/suppliers/regulators, etc
- Reason for candidate’s severance with the previous company
- Would the reference company rehire the candidate if given the circumstances?
- And the final question: “Is there anything else I should know about this person?”
Here is a list of even more question from About.com (link).
Are all important questions to be asked to the reference been covered in this article or do you have any ideas to add? We welcome your inputs.