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Review each applicant on each essential qualification and selection criteria by considering only factual information provided by applicants. Use the same process in comparing the facts presented by each of the applicants against each of the selection criteria.
Reference checks help you gather information to develop a clear picture of how each candidate behaved in past positions. Note: The official Application for Employment form contains a reference authorization release.
When checking references, record the name of the reference(s) you speak to and his/her position. Note the working relationship with the candidate--was this the candidate's direct supervisor?
To conduct a telephone reference:
"We're thinking of hiring Bob Applicant, and I would like to verify a few facts with you. Bob stated that he worked for you from May 3, 1986 until April 6, 1989 and had only five absences during his employment. Is this correct?"
"In the position we have available, effective customer service skills are essential. Do you feel that Bob displayed effective customer service skills in your position? Could you provide me with a specific example?"
"Chris Candidate has applied for a position with our company, and said that you would be able to verify punctuality and attendance. This is a busy office and good attendance is critical. Was Chris punctual and have a good attendance record?"
"Our position requires experience with various computer software programs such as word processing, spreadsheet, and graphic design. Were these skills needed in Chris's position with your company? If so, do you feel Chris has proficient computer skills?"
If the candidate is a current University employee, the hiring supervisor can review his/her official personnel file. Contact the Office of Human Resources at 612-625-2000 to make an appointment.
Select the applicant(s) who best meets the selection criteria for the position. You can make a verbal job offer, but it should be followed up with a formal offer letter.