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You know you need to complete reference checks on potential employees, but what exactly are you looking for when you make that call or send that email? Reference checks may not be what you expect when you dig into them. What is a successful reference check? What can’t a reference check do for you? And what are some questions you should be asking? Let’s take a closer look.

What a Reference Check Is Not

Before picking up the phone, you need to know what a reference check is not. We sometimes think calling a reference is just a reflex, and we’re looking for answers to yes or no questions. This isn’t the case, especially in healthcare environments. It also isn’t an opportunity for you to confirm what you were already thinking. Don’t only listen enough to verify your thoughts.

The High Cost of Bad Hires

Improper references often result in bad hires. And bad hires can unravel an entire department very quickly. Hiring someone isn’t just about the money your facility spends on their salary. The whole process costs you money, and when a new hire doesn’t work out, it can affect the productivity of your entire team. Avoiding that is the top priority.

Planning to Call

Now that you know why you need to do proper reference checks, how can you improve your process? The first step is to make the plan to call. Your top candidates will provide you with names and contact information for their top references. You know, of course, that these references are going to be positive ones, so you need to be ready with questions and to record the answers.

Prepare Your Questions

To get the most balanced picture, what questions should you ask the references. Consider the information your healthcare candidates have provided throughout the process. You may want to clarify some key points. Consider questions that are specific to your department, such as “can you describe their commitment to compliance?” Or ask open-ended questions, “what suggestions would you make to them to improve their performance?”

Stay Objective

When you get the answers, the most important thing you can do is remain objective. You can’t let their answers influence your decision just yet. Wait until you gather all of the information about each top candidate and weight them against the same measures. What you want to do is hire the best-qualified candidate for the job, not just the one you liked the most. Keep this in mind throughout the process.

Can a staffing partner help you screen and hire the best candidates?

Call Fortus Healthcare Resources now for your next nephrology or oncology medical professional.

 

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