I recently wrote a blog about the value of conducting reference checks which resulted in quite a lot of interest and questions from people running the hiring process and from job seekers. A common query from job seekers was how do they ensure the referee is saying the things they want them to say and which referees to use, particularly where they were still employed in their current role and weren’t in a position to ask their current manager. This is something I know many job seekers struggle with when going through the recruitment process and in many instances leave it to the last minute to worry about. That’s when things can go pear shaped.
Here are my top tips on how you can help your referee help you through the recruitment process.
- Be prepared: As with anything in life or in the recruitment process, preparation is key. Start thinking about who you can use as a referee when you are applying for jobs. Some applications will require you to list referees as part of your application however it is common practice to state “referee available upon request.” Even if you go with that option you should still be thinking about who you can ask. Communicating with your referee early on in the process – even when you are only submitting the application, will help your referee get prepared and get their thought processes started in how they see you fitting in the specific job.
- Provide detail: Providing your referee with as much information about the job you are applying for is crucial. So many times I have completed a reference check with a referee who has only been told that they have been listed as a referee many months ago and is caught by surprise when I call and knows nothing about the specific job you are being considered for. Make sure you provide a copy of the job advert and position description to your referee along with any other information or documents you may have. Talk them through your understanding of the role, what you see as the pros and cons, challenges, style of management, culture etc. You are doing this so your referee has a really clear understanding of the job and the company and how you could potentially fit with that. Never ever try and influence what they will say, focus on giving them quality information so they can provide feedback relevant to the job.
- Communication is key: You should be in regular contact with your referee so they know exactly where you are at in the recruitment process. Brief them on when they may expect a call, who to expect a call from, the position it will be about and give them the heads up on how much of their time it may take. If you don’t know this information you should be asking these questions when the hiring manager/recruiter asks if it’s ok to contact your referees. Our referee checks are pretty detailed and we will always ask the referee if they have the time to complete the reference check on the spot or we offer to call them back at a convenient time. By briefing your referee on how much of their time it may take you’ll get a good indication of whether that referee is committed to dedicating the time to give a thorough reference check. If they indicate they are pushed for time, don’t risk it, pick someone else to use as a referee. A referee who has no interest in providing detail around the questions or rushes through the process can be just as detrimental as a referee who says negative things about you.
Choosing which people to use as referees can be a difficult decision. Bear in mind that you may use different referees for different jobs. You want to ensure the referees you are providing can provide the most relevant feedback for the job you are applying for. Sometimes you may need to think outside the square about people that you can use and if it is not possible to provide a current or recent manager then think about other people who you have regular dealings with in your job who may be able to speak to certain aspects of your skills and experience. It is absolutely ok to provide more referees if for example one or two referees can only provide feedback on certain aspects of your expertise. In providing referees you want to ensure the people you are providing, between them, can cover off all aspects of what’s required in the job you are being considered for. If in doubt be open and honest and talk to the hiring manager and explain your situation. You’ll gain a lot more credibility by handling the situation in that manner than trying to be sly and putting down a family member or friend.
By taking the reference checking step in the recruitment process seriously, investing the time and effort in to selecting the right referees and giving them the information they need you’ll be helping them to ultimately help you nail that next job.
