Advancing and onboarding
Reference Check Template
A two-reference calling form: contact details for each referee, then a fixed set of questions on performance, strengths, development areas and relationships, so both references can be compared side by side.
Reference Check Template
A two-reference calling form: contact details for each referee, then a fixed set of questions on performance, strengths, development areas and relationships, so both references can be compared side by side.
Use this form when you call a candidate’s references. It records who you spoke to and takes both references through the same questions, so their answers can be read side by side.
Record of the check
Candidate Name:
Position applied for:
Name (conducting the reference check):
The two references
Reference 1
Name:
Company:
Position Title:
Mobile Number:
Time, Date contacted:
Reference 2
Name:
Company:
Position Title:
Mobile Number:
Time, Date contacted:
Questions for each reference
- What was your relationship to the applicant?
- How long were they reporting to you?
- Reason for leaving the organization?
Can you describe them in the following areas:
- Performance under pressure
- Initiative
- Organization skills
- Enthusiasm
- What areas did they excel in (what were their strengths)?
- In your view, what areas did they require further development in (what were their weaknesses)?
- Did they have to handle ambiguity and change in their role? How did they deal with this?
- Could you please comment on their ability to work with new systems / technology?
- Can you describe the environment this person would be most productive?
- In your opinion, what management style does this person best respond to?
Can you please describe their relationships with:
- Team members (peers)
- Managers
- Customers (if applicable)
- Would you re-employ them if an appropriate opportunity arose?
- Any further comments:
Keep going.
Post Final Interview Q and A
The short Q&A your recruiting partner runs before an offer goes out: start date, salary expectations, time off already booked, open concerns, and the recruiter’s read on the candidate.
Action Plan Template
A hiring manager’s worksheet for a live search: six goals, from extending a written offer inside sixty days to keeping a backup candidate warm, each with its tactical steps and a status to track.
The companies that consistently outperform are usually the ones that know how to find, hire, develop and retain the best people.
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