Don’t Skip the Reference Check
Working at a church, you would hope everyone who applies would share Biblical values, the least of which being honesty, but sometimes applicants with even the best of intentions might not be able to see their flaws or be aware of their past shortcomings. Since we don’t have a flaw-detector-test (nope, not even the Enneagram can tell all), you need the next best thing: enter reference checks.
Who is a good reference?
From the applicant’s perspective, they’re going to list references who know and love them. Or at least those who will stick to the old adage, “If you can’t say anything nice, don’t say anything at all.” From a hiring perspective, you want to talk to more than just the top three they give you. Call previous employers listed elsewhere on their resume (just be careful not to call current employers who might not know their employee in interviewing elsewhere!) or ask the references you do call if there’s anyone else you should speak with. As Todd Rhoades said in our webinar on reference and background checks, “a reference of a reference” can often be more forthright and honest.
What can you actually ask?
Most people think that all a reference can divulge is basic employment history. In reality, you can ask whatever you want (as long as it’s not discriminatory)! Our all-time favorite question: “Would you rehire this person?” Other areas you might want to ask about include work experience, personality, and relationships with supervisors and coworkers. References might not be open at first, but try to build rapport and push into questions you really want answered.
What is the best way to conduct a reference check?
Try to avoid email at all costs! People are often nervous to put the more “sensitive” details in writing. Schedule a phone call or, even better, a video call (as appropriate for higher-level positions) so you can hear the tone of voice and see body language. A long pause or darting eyes can speak volumes more than what that reference might actually say.
When should you conduct a reference check?
Don’t start here. Save all the calls for once you’ve narrowed the field to your final 1-2 candidates and are getting ready to make an offer. Give the candidate an opportunity to divulge sensitive information themselves so you are not caught off guard by the perspective of references. Ask questions like, “Are there any skeletons in your closet we should know about?”
What’s next after a reference check?
If any flags come up during your calls, be sure to follow up with your applicant. Give them the opportunity to tell their side of the story. Make sure you fully understand the type of offense, timeline, and results from their perspective. Humans are subjective and known to hold grudges or judge harshly where grace is sometimes warranted. On the flip side, evaluate the level of risk past incidents bring to that candidate and whether or not you’re willing to assume that risk.
For more information on reference checks, check out this clip from an interview our Chief People Person, Tiffany Henning, did with Deborah Ike, founder of The Church Operations Toolkit all about reference checks!
Finding just the right fit for a position is hard, but thorough reference checks can be a crucial tool that makes the difference between a rockstar hire and a liability. If you are looking for a little more guidance for your next hire, check out our masterclass, “Start Well” and learn best practices for the interview and onboarding process including everything you can and can’t do from a legal perspective and all the paperwork you need to file to stay compliant.