1. What was the period of time you worked together with the applicant, and what position did he/she hold?
2. What were the main duties and responsibilities carried out by him/her?
3. How would you assess his/her performance in the job?
4. How would you describe his/her attitude to work?
5. What are some of his/her major project achievements?
6. How would you describe his/her organizational skills? How does he/she work under pressure/handle stress?
7. Given the opportunity, would you like to re-hire him/her?
◆What is Reference Checking?
Reference checking is a part of the hiring process in which the hiring company verifies the authenticity of a candidate’s background. The reference checks are conducted with the candidate’s current or former supervisors to verify the candidate’s background and accomplishments as indicated by the candidate during the selection process. This reduces the risk of mismatches after the hiring process.
In Japan, an increasing number of companies are introducing this system in mid-career hiring situations, where the impact of mismatches is significant. The method differs from company to company, but in many cases, with the consent of the job seeker himself/herself, the company will ask for references, and the company confirms the references directly by phone or in writing.
◆Difficult to detect a mismatch only by interviewing
According to the “Survey of Awareness and Actual Conditions Concerning Reference Checking (HR Managers)”, conducted among businesspersons nationwide who belong to human resources departments, 78.3% of respondents answered “difficult” when asked if they think it is difficult to identify talented people who will play an active role during their company’s hiring interviews. Reference checks can complement these difficulties. According to the survey, 75.5% of companies that have introduced reference checks have “realized” a reduction in mismatches in hiring.
◆Gauging the advantages and disadvantages of implementation
On the other hand, some say that reference checks are time-consuming and costly, and that they cannot guarantee the authenticity of the references’ answers. It is necessary to weigh the advantages and disadvantages of reference checks and make a comprehensive decision on whether to conduct reference checks. One approach is to start with cases where the impact of mismatches is particularly large, such as hiring for managerial positions or for immediate employment. For example, “I hired someone, but they were not the right person for the job. We want to prevent mismatches for sure next time.” Companies that have this in mind may want to consider introducing this system.
