How To: Conduct Effective Reference Checks

Reference checks are one of the best information sources and indicators of a candidate’s potential future performance. So, how can we tell that we’re gaining the information needed from the referees in the most effective way?  

Reference checks, best practice:

• Identify yourself: It’s important to make sure that you establish your position, the name of your organisation and tell them that you are calling for the reference of a particular candidate you are considering
• Organise a time: If the referee isn’t  available right now ask what an appropriate time would be to reschedule a call
• Establish Privacy: Ensure that the referee understands all responses will remain confidential and that you have the consent of the individual to call them.
• What’s the role? It’s important to describe the context of the position and give a brief description of the role you are considering the applicant for.
• Keep it open: Allow time for the referee to respond to any questions asked, and try not to feed the referee answers or interrupt a response.

Good questions to ask in a reference check:

• In what capacity were you associated with (x applicant), and since what date?
• What were the strengths of (x applicant)?
• What were some of the areas of weakness or are there any areas that (x applicant) could improve on?
• Did (x applicant) receive any promotions or demotions whilst working for you? or did (x applicant) remain in the same role throughout their employment with you?
• What were the responsibilities of (x applicant) at your company?
• Is (x applicant) a team player or do they excel by working alone?
• Was (x applicant) on time and dependable while working at your organisation?
• Why did (x applicant) leave your employment?
• Would you rehire (x applicant)?
• Is there anything else you would like to add, regarding (x applicant)?

When conducting reference checks it’s important to ensure you tailor the questions specifically to the available job and the applicant being considered. You want the questions you ask to be specific to ensure your reference check will be worth the time. By adhering to the above information, and being sure to record responses, you will gain the necessary information to make the right hiring decision!

5 common job ad mistakes to avoid

If it weren't for job postings, there would be fewer applicants for jobs. But how do you ensure your job post effectively attracts the right applicants? Here are 5 common job ad mistakes we’ve found people make that you should avoid:

1. Sloppy Writing  

Grammar and spelling errors are enough to put some seekers off. Essentially, candidates want to know they're applying for a reputed and professional company. Keep writing clear and concise to ensure against your ad being skimmed over. 

2. Short deadlines

Give job seekers the time they need to apply to your company. Strong applicants often won’t flood your inbox within a couple of days of the ad being online, it can be unrealistic and keeping a tight deadline significantly narrows your applicant pool. We recommend keeping the ad online for 30 days to ensure the most appropriate applicant pool, extensions for specialised roles with a more detailed application process can also be necessary.

3. Misusing key words and attractive terms

It is important to use key words that highlight the benefits of your offering when writing the job ad to ensure your ad receives the right kind of attention amongst others, not just packing in as many filler terms as possible. This is an important consideration to make in the title itself and also subheadings. Make sure your ad has an engaging title that reflects the opportunity, terms like “incredible opportunity” or “highly sought after position” don’t really give the reader any solid expectations or reasons why they should read more explanatory detail.

 

4. No salary and benefits

Not listing a salary range puts you at risk of losing applicants that are seeking a specific salary floor. Even using terms such as 'salary negotiable' or 'competitive pay' typically receive a larger applicant pool. Don’t forget, the most attractive job ads are the ones that convey to the seeker 'what's in it for me?' information. Information such as work-life balance and office facilities all contribute to the 'deal makers’ within your ad.

5. Advertising in the wrong places  

Traditional media and generic ‘all jobs’ websites have their place, yet can get job advertisers in a corner when the link between an audiences quick scrolling behaviour and visibly engaging information in your ad is lost. When targeting applicants with specific qualifications, niche and industry specific sites typically receive strong attention from passive seekers rather than just unemployed candidates. Professionals also know to go to these boards rather than navigate through countless irrelevant jobs that get posted on large generic job sites.

Don’t forget - Our consultants offer free assistance with the writing and layout of your ad when you post a job on Career Exchange. Feel free to discuss your needs or challenges with us and contact us so that we can assist you in receiving the best quality health candidates.

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