Conducting Reference Checks
Checking a candidate’s references is a key step in the hiring process at Carnegie Mellon University. In addition to interviews, reference checks are a critical component of a thorough review and consideration of the candidate’s recent and/or past performance, which is often the leading predictor of future success. While not required, hiring managers are highly encouraged to conduct reference checks on all semi-finalist or finalist candidates for staff positions before making a hiring decision or extending an offer of employment.
Your department will not be charged any fees for running reference checks.
Benefits of Conducting a Reference Check
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Offers additional information on a candidate’s skills, performance, knowledge and work history from a source other than the candidate themselves
- Helps you assess the candidate’s potential for success in the position
- Helps you rank candidates and move to a final selection
- Protects the university from claims of negligent hiring
For more information on CMU’s reference check process, best practices and legal compliance, please review the Guidance on Conducting Reference Checks for Staff Positions [pdf].
How to Conduct a Reference Check:
Upon identifying semi-finalist or finalist candidates (internal or external, including any prior workers), the hiring manager should notify their recruiter of their interest in conducting references.
Reference checks are initiated by the recruiter and managed through Crosschq, the university’s automated, web-based reference checking partner. Crosschq uses scientifically-backed job-specific surveys to gather standardized, data-driven feedback on a candidate's skills, competencies, and cultural fit from their references.
- External candidates, including prior workers, will be requested to complete a brief self-reference and provide a total of five references. References must include two references from managers/supervisors and three professional references, such as co-workers, who can speak to the candidate's skills and abilities.
- Internal candidates will be requested to complete a brief self-reference and provide a total of five references. References must include two references from managers/supervisors, one of which is their current supervisor, and three professional references, such as co-workers, who can speak to the candidate's skills and abilities.
Upon completion of reference checks, the recruiter will send a report that summarizes the feedback gathered to the hiring manager for review and consideration.
While not recommended, hiring managers who prefer to handle the reference checks on candidates themselves are responsible for following the appropriate steps as outlined in the Guidance on Conducting Reference Checks for Staff Positions [pdf]. When conducting the references, managers should use only the approved reference check templates: