When you provide someone with reliable and honest references, you demonstrate your ability to establish your credibility while helping the person. To avoid being overwhelmed, you should prepare yourself before such an interview for the various questions that you will likely be asked. Try to respond positively and with real facts, giving examples that support your claims. Likewise, do not answer any intrusive or inappropriate questions.
Method 1 of 3: Prepare the answers beforehand
Step 1. If possible, ask for job information first
Try to get as much information as possible about the goals of the person you want to refer to. Ask the candidate to find out what type of job they have applied for and, if possible, describe it to you. This will help you give them a reference that presents them as the ideal candidate, knowing what the job requirements are.
Step 2. Ask if there is anything you want to emphasize more
A candidate may expect you to value specific accomplishments or specific skills. For example, a former employee may want you to focus on accounting skills they learned while working in your company. When providing references to a candidate, ask them what details they want you to include.
Step 3. Make sure there are no details to omit
There may be certain details about work or personal history that the candidate you are supporting does not wish to reveal to an owner, potential employer, or others. If you know what topics to avoid, you can easily answer reference check questions without worry or embarrassment.
Step 4. Prepare a favorable and concise description of the candidate
You will likely be asked to introduce the person you are being asked about during a reference check. Find the best way to summarize his skills and strengths so that you don't embarrass yourself. You can respond more convincingly and with more confidence as you prepare.
Method 2 of 3: Provide a professional reference
Step 1. Introduce yourself and describe your relationship with the candidate
Provide your full name. Describe the qualifications that demonstrate that you are a quality reference. Present the circumstances in which you knew the candidate and the length of your relationship.
For example, you can say something like "My name is Jean Leroy. I am a regional sales manager and Jennifer worked under my direct supervision from 2007 for 3 years”
Step 2. Provide concrete examples of the candidate's skills
It is better to describe how the candidate's skills were reflected in their actions rather than just listing them. Use specific examples to show how he has used his skills to make a difference in his workplace and to solve problems. You may need to do this on request or provide these details by answering a more general question.
For example, you can describe how a candidate designed a new file recording system optimized for easy access if you want to showcase their organizational skills
Step 3. Describe his weaknesses in that he can improve
You will certainly be asked to list some shortcomings and shortcomings of the candidate. Make sure your answer to this is honest in the context of an improvement. There is no better way to stay credible without damaging the candidate's image.
For example, you can let it be known that the candidate was having difficulty meeting deadlines and had to rationalize their work habits to remedy it
Step 4. Be diplomatic and honest about the reason for leaving
Respond with facts and succinctly as to why he is no longer working for your organization. Don't add your personal opinions and don't try to embellish the story either. Be aware that it is almost certain that the candidate had to answer this question during their interview, so be truthful.
For example, you can say this: “the candidate left us on good terms in order to pursue new professional adventures in the sector”
Step 5. Do not answer inappropriate personal questions
Employers are not allowed to ask certain personal questions during job interviews and reference checks that may arbitrarily influence their decision. Even if the candidate is free to answer it, it is not your responsibility to divulge such information about him. Politely refrain from providing any information relating to:
- to the candidate's health,
- their marital status,
- the number of children he has,
- to its current financial situation.
Method 3 of 3: Provide a moral reference
Step 1. Introduce yourself to establish your credibility
The person you are responding to needs to be convinced of the reliability of the judge you are if you are to give a good moral reference. After introducing yourself, say what your profession is. Mention any other important qualifications you have.
- If you have not already done so, you should also recall the circumstances in which you knew the applicant.
- For example, you can say this: "My name is Jean Leroy. I am a career counselor with a background in media relations. I have known the candidate from college. "
Step 2. Emphasize the trustworthiness of the individual
The main purpose of having to answer questions within the framework of a moral reference is to determine whether the reference is trustworthy. Make it clear that you believe the person you represent responsible and reliable. Show through examples how you or other people have relied on her in the past.
For example, talk about a difficult time when this person supported you or helped you in an emergency
Step 3. Point out what is positive about his attitude
Another goal of going through a character reference check is to determine how easy it is to get along with a person. Draw attention to his qualities such as compassion, generosity, kindness, diplomacy and respect. Demonstrate with examples how the person shows these qualities in their daily life.