Do you make job offers conditional on references? Do you believe there is any value in references? Does anyone give meaningful references anymore? Stuart Spindler examines the merits and pitfalls of this area.
References are worthwhile if done properly. They can help in two main ways, the first as a check on the integrity of a candidate under offer, the second as an aid to selection. Here we deal with the first situation.
The most common scenario is the reference taken once the job has been offered. It provides a sensible check that the candidate did work where he or she claims to have worked and, taken correctly, it can provide other valuable information which corroborates the choice of candidate. In addition, it may give a few clues as to how to get the best out of the prospective employee. Line managers are the most obvious referees, but if there are confidentiality constraints, think laterally; most people can find a previous colleague from their peer group, or a customer or supplier who can provide good insights.
An interesting and different perspective comes from a colleague who reported into the subject of your enquiry. If you are going to ask for a reference from a previous employer, make sure that the offer is conditional on a satisfactory reference. If you don't, the candidate may well wonder why you are asking for this - and what you would do if the reference was less than perfect!
You can't withdraw the offer on the basis of a poor reference, if the offer is not conditional on a good one. From a legal perspective, remember when seeking a reference to ensure that you have the subject's consent before you do so. Put to him or her any inconsistencies that you may find, to ensure that you get both sides of the story before coming to a decision.
Accept the fact that most of the time referees are going to confirm a good picture and tell you what you have already divined from the interviews and other selection tests. Once in a while, though, someone will be exposed as manipulating the facts and you will be very glad that you had the chance to change your hiring decision!
The most useful references are those taken by telephone. It is true that many large organisations will confine themselves to the minimum of factual information if they are approached for a written reference. In contrast, many senior managers and directors will give good information about their colleagues, if approached in a professional and well planned way.
Consultants at Spindler prompt the candidate for two or three contacts that are able to comment on the person's performance in the job.
A future article will look at the other situation where references can be valuable, that is when they are used as an aid to selection.
