How to Check References

     In addition to my full-time work with Crossroads Kids Club, I have recently assumed the responsibility of the Children's Ministry Director at the local church I attend. In that capacity, I have had to come up with a staff screening process in order to be sure that the adults working with our kids are safe people. We are using a 3-part screening process, which includes an application, reference checks and some criminal database checks. I asked my friend and long-time investigator, Tom Hampson, for some help in knowing what to ask references. I thought his insights were very keen, and so I wanted to share with you what he said about checking the references of your staff.

Insights from Tom Hampson:

The first thing you need to do for each reference is to qualify them.:

• How well do they know the applicant? 
• Do they know the applicant personally, or professionally, or both? 
• How long have they known him? 
• How often do they see him? 
• Who else knows the person as well as the reference?  Who knows her better?  (This gives you someone else to check with if you want.) 

References provide a glimpse of the person, but only a very limited glimpse. The goal is to see who this person really is. Ask questions like these:

• What is the person’s character? 
• What are his interests? 
• What does she value? 
• What does he believe?
• How does the applicant spend his free time, his money?  
• What are his hobbies?

Ask about observable behaviors in their work with children:

• Has the reference observed the applicant work with children? 
• How did the applicant handle himself? 
• How did the children respond? 
• Does the applicant ever talk about children?  His own?  Other children?  Get some examples.

If the reference has not observed the applicant with children, find out about the person’s loyalty and honesty:

• How trustworthy is the applicant? 
• Has the applicant ever been in any trouble? 
• Any incidents involving alcohol or drugs? 
• Any outbursts of anger?
• What kind of jokes does the person tell? 
• How would the reference characterize the applicant’s sense of humor?
• How balanced is the person’s life between work, entertainment, family, church?
• How does the person manage and spend his money?

Ask about the applicant's spiritual character:

• What insight does the reference have on the applicant’s religious and spiritual life? 
• How self centered or self sacrificing is the applicant?  Get examples.

     Answers to these questions should give you a pretty good idea about the person. Be especially aware if you get significantly different answers from different people. Very often people present different personas at work, at church, in professional organizations, etc. Generally speaking, healthier and more spiritually mature people are the same wherever they are. Unhealthy people tend to act quite differently depending on the context.

Tom Hampson is the founder of The Truth Alliance Foundation.