One of the most common ways to reference check a job candidate is to talk with their former managers over the phone. In a traditional workplace defined by a clear hierarchy and static job descriptions, this type of feedback may be sufficient. But in today’s dynamic, knowledge-based workplace, where work is often accomplished by teams working closely together, is talking to a manager really the best way to assess a potential employee’s fit? They may be able to speak to a person’s performance, dependability, and level of knowledge about their industry, but can they accurately speak to their interpersonal work styles?
References Should Come from a Candidate’s Coworkers, Not Just Their Boss
Who you call for a reference check on a job candidate should depend, at least in part, on what you are hoping to accomplish. While talking with a candidate’s former managers is a common approach, it can be just as– if not more– important to speak to the potential employee’s colleagues. The authors found that the type of information gathered from each type of interview was significantly different. While managers tended to emphasize task-related behaviors (e.g., meeting deadlines, working independently), coworkers emphasized interpersonal behaviors (e.g., friendly, compassionate, listening). So if teamwork matters more than ever at your organization, conduct holistic reference checks on future employees, gathering feedback from both former coworkers and managers.