VCU requires two reference checks related to the candidate's professional career. It is strongly encouraged that one of those references be with a current or recent supervisor, although it is not required for external candidates. Please note, policy requires a current supervisory reference for internal candidates only.
Candidates must be notified in advance that references will be contacted.
Former employees who have been terminated for cause by VCU are not eligible for rehire at VCU. Applicants excluded by this provision may request their status be reviewed if, after a minimum of five years, they can present evidence to the chief human resources officer that the behavior or competency deficiencies that led to their dismissal have been corrected. The online recruitment system should automatically reroute ineligible applicants to an inactive status.
The hiring department must confirm using primary source verification that any licenses, certifications or degrees set forth in the position requirements or that are required to perform the essential duties of the position being filled are currently held by the applicant.
- Check references after you have interviewed a candidate. Checking references before the interview may create false expectations and affect your ability to evaluate the applicant's qualifications objectively.
- Conducting references by phone is recommended as written responses rarely uncover negative factors. Phone calls to conduct references should follow the general process of:
- Introduce yourself and state the purpose of your call.
- Confirm that it is a convenient time to talk.
- Briefly describe the position for which the applicant has applied.
- Confirm the relationship between the person giving the reference and the applicant.
- Verify basic data such as job title, duties, salary, and dates of employment.
- Ask the same questions about all applicants.
- Generally, professional references are preferred as opposed to character references. Professional references are people who have actually worked with the candidate as their supervisors, subordinates, or colleagues.
- Develop a set of job-related questions to be used on all reference checks. As with interview questions, target your questions to the competencies needed in the job and record notes to document the reference check.
General
- Describe the candidate's main job responsibilities?
- How would you describe this person’s attendance and reliability?
- When you think of the candidate, how would you characterize him or her overall?
- What would you say are their major strengths? Areas to improve?
- In stressful situations, describe how the candidate reacted. Be specific.
- Additionally, how does this person handle difficult people? What is their conflict resolution protocol?
- From your observation, has the candidate mainly been in the role of an implementer or initiator of projects and proposals?
- How independently does the candidate work as opposed to checking in with stakeholders and supervisor?
- What are the candidate’s key accomplishments or impact on the organization?
- Does the candidate always conduct his/her dealings with others in a tactful manner? Explain.
- What are the candidate’s key accomplishments or impact on the organization?
- How would you describe this person’s technical skills?
- Describe the quality of this candidate’s written and verbal communication skills?
- How would you describe this person’s ability to meet deadlines?
- In what ways is this person a team player?
- How well did this person get along with management and peers?
- How would you describe this candidate’s attitude toward work?
- How would you describe the candidate’s overall performance?
Optional questions to ask of managers or executives
- How many people did this person directly supervise and for how long?
- Provide examples in which this person had to make sound and timely decisions. What were the results?
- How would you describe this candidate’s leadership, managerial, or supervisory skills?
- Did this person plan and administer a budget? If so, what was the size, and how did this person manage it?
- How would you describe his or her ability to plan and execute short and long term goals?
- Please describe his/her political acumen and ability to work with senior leadership?
- How would you describe his or her ability to manage up within the organization?
- How was he/she perceived by subordinates? Peers?
- Can you describe his or her involvement in attracting/hiring/retaining and developing top talent?
- Please describe an example of his or her ability to lead a team through a project or major initiative. What challenges did they face
- What impact has he or she had on the organization? In his or her department?
- What kind of legacy is this person leaving?
- What are his or her biggest accomplishments or key contributions to the organization?
- How does he or she compare with other managers or executives in similar position in your organization or comparable organizations?
- Would you describe this candidate as a visionary? Please provide examples.
- What involvement has he or she had in contributing to the strategic plan of the organization?
- How has he/she demonstrated his or her strategic thinking ability? Please provide examples.
Closing
- How would you summarize the candidate as a candidate for this position?
- Is there an experience that you have had with the candidate that is particularly memorable to you?
- What area of development would you encourage the candidate focus on?
- If you were going to provide advice on how to best guide this person what would it be?
- Would you rehire or want to work with this individual again? If no, then why?
- Is there anyone else you could recommend as a reference who might have seen him/her from a different angle?
- Is there anything else about the candidate that you think it’s important for us to know before moving forward in the process?