CONDUCTING REFERENCE CHECKS IN NZ
Gaining insight into a potential employee’s past performance is a critical part of the recruitment process for many businesses in and typically takes place prior to a job offer being made.
References can be used to complement the interview process and should be tailored to answer any outstanding queries you have regarding a potential employee’s suitability for your role or organisation.At Robert Walters it is standard for our consultants to complete two verbal references for the candidates that we have represented. These are conducted with the direct managers from their previous two roles and cover technical and behavioural aspects of an employee’s performance.
Should you wish to conduct your own references ensure you have the contact details of the person to whom the candidate was directly reporting. It is a good idea to complete references verbally and to ask for a business number rather than accepting a mobile number.
Asking questions around the following will ensure you gain a complete picture of the candidate’s previous performance:
- Day to day responsibilities
- Technical capability
- Key strengths and skills
- Interpersonal competencies
- Written and oral communication
- Honesty, integrity and reliability
- Areas for development
- Ability to learn new skills
If you know the potential employee personally, avoid any conflict of interest by asking another person within the hiring process to conduct the references on your behalf.
It is important that reference checks are treated as highly confidential as they contain sensitive information about the potential employee. Keep all related discussions and documentation private and ensure only those relevant to the hiring process have access.
Please contact us for further information about the career and recruitment services Robert Walters provides.