A1: Bonnie Jordan, Executive Director of Philip J Rock Center and School in Glen Ellyn. I love all vegetables. My staff teases me as I eat them "naked"(raw) #iaspachat
IASPA CHAT WELCOME: Lynn Glickman, Asst. Sup. for HR, CCSD21, Nope, there is NO vegetable that I refuse to eat -- have been a vegetarian since 15! (Does coconut count? Probably not. But a I refuse to eat that!) #iaspachat
Briant Kelly, Associate Superintendent at District #128 (Vernon Hills HS and Libertyville HS). I am not a big fan of the vegetable Swiss Chard. #IASPAchat
Briant Kelly, Associate Superintendent at District #128 (Vernon Hills HS and Libertyville HS). I am not a big fan of the vegetable Swiss Chard. #IASPAchat
Welcome friends. Dale Fisher. Asst. Supt for HR in Deerfield 109. Cannot stand the site, taste, smell of Brussel Sprouts. Banned in my home. #IASPAchat
Chris Wolk, Principal/HR, Grayslake 46, tweets are scheduled due to a conflict. Haven't met a veggie that I wouldn't eat, several that I would prefer not to but cleaning a pumpkin is the worst. #IASPAchat
A1: Beside the automatic "would you rehire" question, I like to ask, what is the one area you would advise this person as a necessary area of professional growth on their way out the door. The response is very telling! #IASPAchat
A2 - The best strategy to connect with hard to reach reference checks is to make a phone call and follow-up with an email message if needed. #IASPAChat
Q2: Explain to your candidate that you must speak with the particular hard-to-reach reference -- the candidate usually has a back channel to help you reach the candidate. #iaspachat
Absolutely. It gets at the same question regarding their relative weaknesses, but with more honest answers. I like to couch the same question with "no one is perfect, how could they grow." Also gets honest answers. #IASPAchat
A1: Beside the automatic "would you rehire" question, I like to ask, what is the one area you would advise this person as a necessary area of professional growth on their way out the door. The response is very telling! #IASPAchat
A1: Beside the automatic "would you rehire" question, I like to ask, what is the one area you would advise this person as a necessary area of professional growth on their way out the door. The response is very telling! #IASPAchat
A2 - If all email and phone call attempts are unsuccessful, I put the burden on the candidate to get the reference to contact me. I let them know that this is jeopardizing our ability to hire him/her. #IASPAchat
A2: We contact references through emails when we can't track them down via phone. We also provide our work cell phone numbers. We also turn to the candidate for help reaching their supervisors and share that this is a required step in the selection process. #IASPAchat
Q2: In addition to the usual email/text/call, I have asked candidate to contact reference as well to let them know I’m calling. I would use SM tools too if necessary. #IASPAchat
A2: You have to start building a bag of tricks. I recently found it very helpful to try and locate people through social media based on the advice of @jonbartelt. It is quite effective to initially DM someone via Twitter to set-up a more formal phone call. #IASPAchat
A2: You have to start building a bag of tricks. I recently found it very helpful to try and locate people through social media based on the advice of @jonbartelt. It is quite effective to initially DM someone via Twitter to set-up a more formal phone call. #IASPAchat
A3 - There are reference check questions that can help gain insight into a candidate's impact potential. eg - If you had the opportunity, would you re-hire this job candidate? Why? #IASPAChat
Q3: Yes, you may have a standard set of questions to use during a reference check, but asking follow-up questions, including "tell me more about that", will help you learn as much as possible about candidates. #iaspachat
Love it. Can't hire you without getting in contact with references. It should almost be an auto-response when they apply that they should let their references know. #iaspachat
A2 - If all email and phone call attempts are unsuccessful, I put the burden on the candidate to get the reference to contact me. I let them know that this is jeopardizing our ability to hire him/her. #IASPAchat
A3: This is one thing I need to start doing more of. Tell me how this individual has worked to advance the achievement of students and the school. #IASPAchat
A3: When possible, we've started checking references for administrative candidates early. Reference checking earlier provides you w/ a greater chance of seeking to understand about a candidate vs affirming what you want to hear by waiting to the end of the process.
#IASPAchat
Q3: Yes, you may have a standard set of questions to use during a reference check, but asking follow-up questions, including "tell me more about that", will help you learn as much as possible about candidates. #iaspachat
A3: When possible, we've started checking references for administrative candidates early. Reference checking earlier provides you w/ a greater chance of seeking to understand about a candidate vs affirming what you want to hear by waiting to the end of the process.
#IASPAchat
A3: My stance is that this is more of a paradigm shift in HR thinking. We employ data based hiring decisions, so the reference check is designed to elicit more data about the candidate. It's never just another step in a worn out process. #IASPAchat
Q4: We use a mix of "free response" or open ended questions and rating scales for certain characteristics (e.g. ability to manage stress, collaborative). The open ended questions are where we can get good content & the ratings are where we get a solid assessment.#iaspachat
Q3: I like to ash How did they move students forward and how did they help their team grow w examples . Open ended enough and can learn a lot #IASPAchat
Building rapport with reference also helps to get hi/her to talk. I recently had a reference say, "I've been trying to figure out how to tell people about this candidate." I ended up coaching through it, a little bit. #iaspachat
Q3: Yes, you may have a standard set of questions to use during a reference check, but asking follow-up questions, including "tell me more about that", will help you learn as much as possible about candidates. #iaspachat
Q4: I assess the value of the information received during a ref check by asking myself: What was the ref's motivation? How easily did answers come? Were there odd silences? Was the ref a supervisor? Did additional info come when I asked follow ups? #iaspachat
A4 - The information provided in a reference check should be evaluated on: the person that is providing the reference and when that person knew the candidate #IASPAChat
A4: We speak w/the candidate's current supervisor & their current evaluator is a must. I evaluate the content based on who it's coming from. If something negative pops up, I do some more digging & use the internet & board minutes to help illuminate this information. #IASPAchat
A4 - It depends on who is completing the survey or who I am talking with about the candidate. If it is an immediate supervisor I put more stock in the responses. I am also looking/listening for any "code language." #IASPAchat
Q4: I assess the value of the information received during a ref check by asking myself: What was the ref's motivation? How easily did answers come? Were there odd silences? Was the ref a supervisor? Did additional info come when I asked follow ups? #iaspachat
A4: We speak w/the candidate's current supervisor & their current evaluator is a must. I evaluate the content based on who it's coming from. If something negative pops up, I do some more digging & use the internet & board minutes to help illuminate this information. #IASPAchat
A4 - It depends on who is completing the survey or who I am talking with about the candidate. If it is an immediate supervisor I put more stock in the responses. I am also looking/listening for any "code language." #IASPAchat
A4:Again, data based hiring means info collected is evaluated against a rubric. Also, the info provided always requires a thorough vetting of what has been provided with other sources wherever possible. #IASPAchat
Q4: That can be tricky at times - I consider the role of the reference I called and their supervisory relationship w candidate and length of time they worked together and when. #IASPAchat
A5 - Negative feedback from a reference check can be communicated back to a candidate...it can be as simple as "due to negative feedback from your references, we are no longer considering you for this position." #IASPAChat
Q5: If I receive a poor reference check, I usually call the candidate and tell him/her that we've decided to move in another direction. I honor the confidentiality of the conversations I've had, and thus don't share more info. #iaspachat
A5 - I don't communicate back to the finalist. We do this at the same time we are running background checks on the finalists and they are interviewing with a District Office administrator. They would never know which of our last steps caused them not to be selected. #IASPAchat
A5: I don't tell an individual that they are THE finalist. Tell them that they are a top candidate and that I will be completing reference checks prior to our decision. If needed, based on references we've decided to go with another candidate. #IASPAchat
A5: We typically say that we've selected a different candidate or will share that something negative was yielded in an internet search if the candidate didn't disclose such in the process & something popped up. We won't share if we received a negative reference. #IASPAchat
A6: We reference check on administrator candidates when we are down to 1-3 finalists. We want the reference check to help us to learn more about candidate including how to support in new role. #iaspachat
A5:Our follow-up calls are always based on who is the right fit for the job. If we find info that points us to another candidate who is a better fit, we structure our conversation that way. "Just not the right fit at this point in time, best wishes to you." #IASPAchat
A5: I don't tell an individual that they are THE finalist. Tell them that they are a top candidate and that I will be completing reference checks prior to our decision. If needed, based on references we've decided to go with another candidate. #IASPAchat
Q5: We don’t necessarily tell someone they are a finalist - and if we aren’t moving forward we tell them we’ve gone in a different direction. #IASPAchat
A6 - A reference check should be conducted after the initial set of interviews. The reference check could be a deciding factor on determining the final set of candidates. #IASPAChat
A6: We reference check on administrator candidates when we are down to 1-3 finalists. We want the reference check to help us to learn more about candidate including how to support in new role. #iaspachat
A6 - Should have read ahead:) We do these with background checks and district interviews for our 3 finalists. Want to have as much info as possible before offering position. #IASPAchat
A6: It varies. For administrators after the screening & before the fit round to gain information about the candidates before we bring them in for a face-to-face. For other positions it varies because the timeline may be tight depending on when the vacancy occurs. #IASPAchat
A6: We reference check on administrator candidates when we are down to 1-3 finalists. We want the reference check to help us to learn more about candidate including how to support in new role. #iaspachat
Q5: We don’t necessarily tell someone they are a finalist - and if we aren’t moving forward we tell them we’ve gone in a different direction. #IASPAchat
Q6: After a successful 2nd interview and when we think it is someone who may have potential to join the team. Reference check is *not* the indicator of being “chosen” #IASPAchat
A6: We reference check on administrator candidates when we are down to 1-3 finalists. We want the reference check to help us to learn more about candidate including how to support in new role. #iaspachat
A6:
We contact references when we've narrowed down the candidate pool to a few. And listening to HOW they answer their questions (and sometimes what they DON'T say) is just as important to what they say...
#iaspachat
A6:We view reference checks in two ways. Survey/tech based, which we can and will offer earlier in the process. The other is phone checks, which typically occur later in the process. However, admin are notified that phones checks will come sooner rather than later. #IASPAchat
A7: I always do the reference checks via a live conversation. I don't send email surveys. I listen for hesitation in a response and then press if needed. I have also asked for the names of another person who would know the candidates work and then press again. #iaspachat
A7 - When conducting reference checks, it can be useful to check with former employers/contacts that are not listed on the candidate's application. #IASPAChat
A6:
We contact references when we've narrowed down the candidate pool to a few. And listening to HOW they answer their questions (and sometimes what they DON'T say) is just as important to what they say...
#iaspachat
A7: We check the board minutes in the months of Jan. - May to see if the candidate has already resigned from their position. The minutes as very helpful! #IASPAchat
A7 - I look to see where they have worked and if I have a network connection that may know the candidate. Often a @IASPA colleague has worked with him/her. #IASPAchat
A6: Depends...if I know an Admin at the candidate"s last district I may reach out early in the process; otherwise, a tech search early and phone calls when we are deciding on finalists.
#IASPAchat
A7: We check the board minutes in the months of Jan. - May to see if the candidate has already resigned from their position. The minutes as very helpful! #IASPAchat
A6: Depends...if I know an Admin at the candidate"s last district I may reach out early in the process; otherwise, a tech search early and phone calls when we are deciding on finalists.
#IASPAchat
A7:Data is always at your fingertips with simple searches performed on the internet and/or looking into what the candidate's status is in their current setting by reviewing the district website. @Mschroeder6 stands by reviewing Board Meeting minutes. Great idea! #IASPAchat
Q7: Important to be thorough and patient - don’t rush the process. I look to see if we have any mutual connections. Detective skills come in handy! #IASPAchat
A6: Depends...if I know an Admin at the candidate"s last district I may reach out early in the process; otherwise, a tech search early and phone calls when we are deciding on finalists.
#IASPAchat
A7. That’s hard! Y? Bc it’s not wise to contact ppl (for a reference check) you’ve not been given permission to contact. I wld ask for work samples or additional references... but if you’re having reservations, sometimes it’s wise to continue your search! #IASPAChat#K12Talent
A7: I like to contact references not identified, especially when it's a person you would expect to see included on the candidate's list of references.
#IASPAchat
A8 - In the reference checking process, I think it is important to have at least 2 people conduct the reference checks. This could provide better quality and more objective feedback. #IASPAChat
A7: Digital footprint searches - VERY TELLING
Sharing- Here's the "Super Safe reference check approach" page from our Standardized Hiring Process manual, vetted by legal, in case it might be helpful to share with your team.
https://t.co/p9zG2UYYe8#iaspachat
A8: Talking to the current (or most recent) supervisor & the current evaluator is a must. Former supervisors don't always cut it because they may have left the organization & can't speak to current strengths or weaknesses of the candidate. #IASPAchat
A7: Digital footprint searches - VERY TELLING
Sharing- Here's the "Super Safe reference check approach" page from our Standardized Hiring Process manual, vetted by legal, in case it might be helpful to share with your team.
https://t.co/p9zG2UYYe8#iaspachat
A7: Digital footprint searches - VERY TELLING
Sharing- Here's the "Super Safe reference check approach" page from our Standardized Hiring Process manual, vetted by legal, in case it might be helpful to share with your team.
https://t.co/p9zG2UYYe8#iaspachat
A8:I've learned that colleague reference checks DO NOT yield the level of telling information that you will get from a supervisor. Always try to find the supervisor and/or evaluator. #IASPAchat
A7 (2) I always suggest requesting someone’s file. Since every state has diff rules as to what is included/not included in open records requestable files... and you never know how well things were documented in the past, the level of helpfulness may vary. #IASPAChat
A8 - In the reference checking process, I think it is important to have at least 2 people conduct the reference checks. This could provide better quality and more objective feedback. #IASPAChat
Q8 -- more on this... I'm interested that there were few participants on this chat. Indication that many don't find ref checks important? I'm constantly amazed when our problem employees are rehired without ref checks... Just sayin'. #iaspachat
A8. Lessons: 1. That you have to be careful- you can get yourself in big trouble... looking at social media or contacting people you weren’t given permission to speak with. 2. There are services that allow people to give written feedback...
#IASPAchat
Now, I'm going to spend time deep diving into people's Pinterest account. That's where the real telling info is on candidates. A love for pumpkin spice tells a lot about a candidate!. #IASPAchat
