6 Question every Interviewer should ask to candidates references
The hiring process can be made more efficient. Why conduct 20 interviews when a 10-minute phone call with references could reveal that 15 of your prospects lack the necessary abilities and/or attitude to manage the position or be a good fit for your company? The resume doesn't always show the full capability of a candidate's experience/background.
Is your work attitude positive? Are you someone who works well with others? What qualifications and experience do you possess to be successful in the role for which you are being interviewed?
Whenever questions like these are asked to a candidate, the hiring committee almost always knows the answer that is going to come out of their mouth is going to be...the “idealistic” ones. You try to use these simple questions to determine whether the person on the other side of the desk is a hard worker who can collaborate well with others and do the tasks required by the job. However, objective answers to these critical concerns are very important.
Prospective employee interviews have always been a necessary aspect of the employment process. It should be kept that way, but the hiring process should be made more efficient. Why conduct 20 interviews when a 10-minute phone call with references could reveal that 15 of your prospects lack the necessary abilities and/or attitude to manage the position or be a good fit for your company? Why should you be so reliant on one-on-one interviews when you know that some of the less qualified candidates will have excellent interviewing skills while the finest candidates will be uncomfortable talking about themselves?
Also, the resume doesn’t always show the full capability of a candidate’s experience/background that is why it is important to speak with a candidate's references, hiring managers can learn about the project they have assisted, moreover they can get a better idea of how they interact with team members and ask about intangible details such as punctually, ability to meet deadlines and more. Another thing that is not considered by many recruiters but is very important is to let the candidate know that you’d be contacting their references.
What questions to ask the references?
So, what should you ask for the references mentioned by the candidates? Here are some of the most popular recommendations from professionals.
What were their greatest achievements while working independently?
This is an alternate question for “Were they good at their job?” However, he or she could have done a fantastic job and still not be the appropriate fit for the open position. This inquiry allows you to find out if they have the required abilities for the open position and if they will be a suitable long-term match for the firm. It also allows you to determine whether they are a self-sufficient worker who does not require your continual supervision. You can also learn that the person has perseverance and determination if the successes involve a large endeavor.
What were their greatest achievements while working as part of a team?
There is a very high chance that this potential employee may have more skills than any other employee who has ever worked for your company, but if they try to handle everything on their own and show a lack of respect for colleagues, they may end up hurting the company. You could inquire, "Do they work well with others?" but you may want to dig deeper. You don't want the reference to know that they work well with others. You want the reference to essentially SHOW you through particular tales that the prospect is a team player. Hopefully, the tales will demonstrate that they have leadership characteristics and the capacity to motivate others to perform at their best.
What suggestions did they have for boosting your organization?
On the surface, this appears to be a question for prospective seekers who have already held positions of leadership in other organizations. But this is a fair question for lower-level staff as well. Take, for example, a job at an. A few young reporters at the publication may have pitched story ideas, even though the chances of them writing and reporting on the subject were minimal because it was above their pay grade. Even though they were not chosen to write the piece, this situation demonstrates that they are a team player who cares about the newspaper's quality.
How was their progress at your company?
When you pose this question to the references, you should have the candidate's résumé in front of you. Look beyond the job titles and promotions listed on the résumé. You want to know how quickly the person has improved in terms of talent, capacity to contribute to their firm, and management ability (if applicable). You want to see if the individual can advance within your firm rather than merely perform at their current role.
What were their strategies for dealing with adversity?
It is commonly seen that most professional athletes are pleased and productive when they and their team are playing well. However, their attitude and productivity shift if they are benched or their team begins to lose. The best players usually have a good attitude. They work harder, stay happy, increase the morale of their teammates, and improve their skill deficits. Just like the best athletes, the best employees respond to hardship in the same manner. Inquire of the reference about the candidate's reaction to constructive criticism to know whether or not they use it to grow and learn.
Do you think this person is a good fit for the position?
It's a simple yet straightforward question and should not be overlooked. When asked about the candidate's strengths and weaknesses or accomplishments, some references may feel obligated to emphasize the positive aspects of the candidate, but with a question as blunt as this, it will be much more apparent whether they are truly enthusiastic in their endorsement of a candidate, which is perhaps the best predictor of a candidate's future success.
According to a CareerBuilder (job search site) poll, 27% of businesses who made a bad hire suffered a huge financial loss as a result of their poor judgment. It also results in decreased productivity, a negative impact on other employees' morale, fewer sales, and more expenditures to hire and educate new staff. If you ask the correct questions of prospective employees' references, you'll boost the chances that the new hires will increase your sales and profits rather than your expenses.
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