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Reference Check Form 3

This document contains a reference check for Mohd Rizal bin Chumati. The referee rated Mohd Rizal across 12 criteria on a scale of 1 to 5, with 5 being the highest rating of "exceeds expectations". Mohd Rizal received ratings of 4 or 5 for most criteria, indicating he meets or exceeds expectations for effective job performance in areas like knowledge, fulfilling requirements, working under pressure, initiative, problem-solving, attitude, relationships, ethics, discipline and accountability. The referee also answered "yes" when asked if they would consider promoting, rehiring or recommending Mohd Rizal.

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Suriaina Binti Husain
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15 views

Reference Check Form 3

This document contains a reference check for Mohd Rizal bin Chumati. The referee rated Mohd Rizal across 12 criteria on a scale of 1 to 5, with 5 being the highest rating of "exceeds expectations". Mohd Rizal received ratings of 4 or 5 for most criteria, indicating he meets or exceeds expectations for effective job performance in areas like knowledge, fulfilling requirements, working under pressure, initiative, problem-solving, attitude, relationships, ethics, discipline and accountability. The referee also answered "yes" when asked if they would consider promoting, rehiring or recommending Mohd Rizal.

Uploaded by

Suriaina Binti Husain
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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CANDIDATE: Mohd Rizal bin Chumati

Reference Check Results Indicator


1 = Weak 2 = Below Average 3 = Average 4 = Good 5 = Excellent
Significantly below criteria Insufficient for effective Acceptable for effective More than acceptable Exceeds expectations
required for successful job performance. Does not performance. Meets for effective in most to all areas
performance.  Demonstrates meet criteria for effective criteria for performance. with superior results.
counter-productive performance effective performance Consistently Requires limited
behaviors that have Does not demonstrate a Demonstrates a demonstrates better direction in complex
negative outcomes or sufficient range of skills sufficient range of skillsthan average level of situations.
consequences. for handling the situation. for handling the performance
situation. Requires limited
direction in complex
situations.
The rating below is developed to assist in establishing a more accurate interpretation of the individual’s work-performance. However
please be aware that reference checks are subjective and may or may not be representative of the individual’s ability to perform. The
ratings above are given by the referee, based on the candidate’s performance during their employment tenure.

Knowledge of the position and its responsibilities


1 1/2/3/4/5
(A clear understanding of the position and its requirements to do the job)
Fulfilling the requirements of the position
2 1/2/3/4/5
(Ability to complete the task and responsibilities given)
Ability to cope with work under pressure or stress
3 1/2/3/4/5
(Is the individual able to work well under pressure?)
Initiative and ability to work without supervision
4 1/2/3/4/5
(Is the individual able to perform without constant guidance?)
Please rate his/her problem-solving abilities
5 1/2/3/4/5
(The individual's ability in solving problems)
Please rate his/her work attitude and motivation level towards work
6 1/2/3/4/5
(Is he/she positively motivated towards work?)
How did he/she get along his/her Superior(s)?
7 1/2/3/4/5
(Or immediate reporting manager(s))
How did he/she get along his/her Colleague(s)?
8 1/2/3/4/5
(Peers and subordinates included)
Please rate his/her work ethics and moral integrity
9 1/2/3/4/5
(Would you consider him/her a person with good work ethics and integrity)
Please rate his/her discipline, time management, attendance & punctuality
10 1/2/3/4/5
(A person who also respects other people’s time)
Would you describe him/her as a consistently hard-working individual?
11 1/2/3/4/5
(A person who commits to the job and aims to deliver)
Is he/she an accountable person?
12 1/2/3/4/5
(Is the subject someone you could always count on to get the job done?)
13 Would you consider promoting the Yes / No / No Comment / No Opportunity
candidate if given the opportunity?
(Please state reason if NO / No Comment)
14 Company policy aside, would you consider Yes / No / No Comment / No Opportunity
re-hiring candidate in the future?
(Please state reason if NO / No Comment)
15 Would you recommend him/her to any Yes / No / No Comment / No Opportunity
company?
(Please state reason if NO / No Comment)
16 Remarks / Any Additional Comments:

Company Referee & Candidate Have (Please specify the name of the company)
Worked Together In
(Referee previous Designation/Title/Position & Department)
Years Referee & Candidate Have
Known Each Other
Relationship of Referee to Candidate
(e.g Supervisor, Superior, Direct Report, Colleague)

(Referee Name)
Reference Check Provided By
(Referee current Designation/Title/Position & Department)
Telephone No
Email Address
Date

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