Obtaining References
Section 1: The Value of References
Section 2: Taking References
Section 3: Interpreting References
1. The Value of References
To provide verification that the results, skills and experience claimed by Applicants are honest and accurate, official references should always be taken before taking on a new hire.
References are traditionally used at the end of the process after the recruitment decision has been made to confirm skills and experience claimed by the successful Applicant.
It is not uncommon however, to take references on a number of Applicants before the decision point. Taking references at this stage can provide entirely new information and perspectives to support the decision making process.
Regardless of when references are taken, under no circumstances should they be sought without the Applicant’s express permission in each case.
2. Taking References
Ensure you are asking the right person.
Former Direct Managers and Customers make the best professional references. To ensure you are not being provided with biased information from a personal contact, check when the referee worked with the Applicant and in what capacity.
It is worth noting that an Applicant’s ability to supply references quickly is often a good indicator to the validity and value of the references provided. Successful salespeople who are respected by their peers should not be short of good references.
Ask the right questions.
Having qualified when the Applicant worked or interacted with the referee, suitable questions might include:
- What position did the Applicant hold?
- What where his main responsibilities?
- How would you rate their ability to get on with external parties?
- How would you rate their relationship with colleagues?
- How would you rate their quality of work?
- How would you rate their personal organisation?
- Do they show initiative?
- How would you rate their ability to deal with stress?
- Are they punctual?
- How would you score their attendance?
- Where do you see the Applicant’s strengths?
- Where do you see the Applicant’s weaknesses?
- Is there any other information we should know about the Applicant?
- Would you re-employ the applicant/work with the Applicant again?
It is important to ask each referee identical questions to allow you to easily compare references.
3. Interpreting References
Comparing references with details featured on the Applicant's CV ensures that basic employment claims are correct, such as name of employer, role and tenure.
When interpreting more qualitative information gained from referees, avoid viewing a single reference in isolation. People may refuse to give references or exaggerate characteristics for a variety of reasons and taking such a reference on face value may incorrectly bias the decision making process.
By asking each reference the same set of questions, you can now look for common threads between answers from different referees. This approach ensures the greatest likelihood of accuracy in the conclusions drawn.
If you have any concerns regarding the giving or obtaining of references, please contact one of our REC accredited Consultants who will be happy to assist you. Click here to email us.
If requested Aurum International can take references on the Client’s behalf. We will speak directly with the referee and provide a one page document detailing answers to the questions above, and any specific questions requested by the Client.
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