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Before we start, it is important for recruiters to understand that talking to references is not to find out flaws in the candidate and thus reject from joining the company. It is to understand about the new candidate and to figure out how the candidate can be trained to become the best fit for the new job in hand. You may also get to know about this new business (candidate’s previous company), which may also turn-out to be your new customer or partner.Here is our list of recommended questions which can be put across while talking to the references. How would you describe the work behaviour of the candidate?Talking to people who were directly in touch with the new candidate can help you understand how serious the candidate was towards work. Recruiters can talk to colleagues, manager or even subordinates of the previous company. Best thing to understand would be how was the behaviour of the candidate towards work and the team. Any areas of improvements that you can suggest for the candidate?While talking to references from the previous company of the candidate, the best a recruiter can ask is - if they can suggest any areas of improvement they might see in the candidate. To bring out the full productivity from the candidate, the recruiter can now discuss the same with the managers of the team where the candidate is supposed to join, and work accordingly. What to keep in mind while training the candidate on the projects?With this question recruiters can get an insight as to how adaptable the candidate was during the training sessions and how easily he/she was able to connect with the live project. It can also give a hint as to what kind of training sessions/certifications candidate has been through earlier. A smart recruiter would share these details with the team to utilise the competency of the candidate and bring success for both. May I know what business you are into?Does this question seems out of the context? Not at all. There is a good chance that the company from which new candidate is coming from can directly or indirectly be related to current target customers, business partners or even vendors of your company. You can utilise the competency of the candidate as they might carry relevant exposure connecting to your business.At the end, recruiters can look for the opportunity to grow their network by sharing each others’ contact details or connecting on LinkedIn. Who doesn’t like to expand their network?
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