Skip to main content

Working at Cornell

HR to HR Check Purpose and Process

This guidance is intended to serve as a resource for Recruiters conducting HR-to-HR reference conversations as part of the recruitment process. 

Purpose

HR-to-HR checks should be conducted for internal candidates and prior employees to gather additional insight into a candidate’s job-related performance, work style, and alignment with the skills and competencies needed for success in the role, prior to management engagement. These discussions are designed to support informed hiring decisions and should be conducted prior to moving the candidate to the final interview with the manager and interview team.

The questions included are intended to support a consistent approach, however not every question will be applicable in every situation; rather, this guide should be used flexibly based on the position, the candidate’s background, and the information needed to assess overall readiness for the opportunity. 

Confidentiality

To protect candidate confidentiality and preserve the integrity of the recruitment process, HR-to-HR reference discussions should remain within HR and should not include outreach to or conversations with the candidate’s current manager or supervisor unless expressly authorized as part of a later stage of the hiring process.

Questions

  1. When reviewing the employees previous Performance Dialogues and based on your knowledge, has the employee consistently met performance expectations in their current role, including technical and Skills for Success expectations?
  2. Is the employee currently on, or have they previously been on a Performance Improvement Plan? If so, can you share general insights on progress? 
  3. Can you share any job-related concerns regarding the employee's reliability, professionalism, or workplace behavior?
  4. Are you aware of any areas for development or feedback that have been shared with the candidate that the hiring manager should be aware of to support their success? 
  5. Have there been any attendance patterns or concerns that impacted performance (excluding any legally protected leave)?
  6. Are there any aspects of the current work environment that may provide useful context for understanding the employee’s performance or experience?
  7. Is there anything else job-related that I haven’t already asked you that would be helpful for me to know?
  8. Would you recommend this person for another position in your college/unit? Why or why not?