Vous interviewez un candidat avec des références contradictoires. Comment gérez-vous l’incertitude ?

1.Ask-Ended Questions During the interview, explain their roles &experiences in detail. 2.Address Conflicting References Directly:by asking, I noticed that one reference mentioned concerns about communication, while another praised your collaboration skills. Can you help me understand this discrepancy? 3.Evaluate Consistency 4.Assess Cultural Fit: how the candidate’s values and work ethic align with your organization’s culture. Sometimes, conflicting references can stem from differences in workplace culture or dynamics 5.practical exercises 6.Trust Your Instincts& Experience By approaching the situation with an open mind& a structured method, you can minimize uncertainty and make a more informed hiring decision.

When interviewing a candidate with conflicting references, address the uncertainty by thoroughly assessing the candidate’s qualifications and fit for the role through targeted questions. Seek clarity on specific instances mentioned in the references and compare them with the candidate’s explanations. Look for consistency in the candidate's responses and any discrepancies in the references. Evaluate the candidate's skills, experience, and cultural fit through practical assessments or additional interviews. Finally, consider reaching out to additional references or conducting a follow-up to gain a more comprehensive view.

I have found when checking references it's best to contact direct supervisors who can comment specifically on the candidate's performance. You'll want to find out their strengths and weaknesses. Probe into finding out specific behaviors that will give you the understanding you need to make a hiring decision. The final question should be, "would you rehire (name of candidate)?"

Definitely address discrepancies with the candidate for clarity. Write down specifics from references so that you convey the information accurately. This is a great way to check the candidate's integrity and emotional intelligence. Pay attention to their tone of voice, and any inconsistencies. Always ask yourself this question, "Is this someone I want on my team?"

Most references are subjective, since they're provided to employers by candidates. The candidate selects references they can rely on giving positive feedback. That is why it's important to test real skills and qualifications. Do take previous experience into consideration. A good question to ask a candidate is "knowing what you know now, what would you do differently?"

What’s helpful to consider, is the relevance, duration and responsibilities of the position in which the reference comes from. For example, if the most recent, relevant and decent duration addresses all the areas we need, the concern might dissipate. If the references raise concerns, a third reference might be required, along with a follow up discussion with the candidate. However, references, all need to be taken with a wholistic approach, considering how the candidate performed on any technical assessment and how they answered the interview questions.