Most job seekers who are asked to provide references by a prospective employer tend to believe that their references should say only good things about them. However, that isn’t necessarily true.
In fact, what job seekers should ask their references to do is to give honest answers to any questions the prospective employer asks. This approach ensures transparency and credibility in the hiring process, allowing employers to make informed decisions based on a complete picture of the candidate’s strengths and areas for improvement.
At Barada Associates, we understand the importance of obtaining accurate and reliable references to help employers assess candidate suitability effectively. With over four decades of experience in background screening and reference checking, we emphasize the significance of balanced feedback from references. Our strategies and services not only foster trust but also enhance the overall integrity of your hiring process.
Gain peace of mind knowing you have thorough insights into your candidates before making critical hiring decisions. Contact Barada Associates today to learn more about how our comprehensive background screening services can support your organization’s hiring goals.
What Kinds of References to Ask For
When evaluating job candidates, selecting the right references plays a critical role in making informed hiring decisions. Job references should encompass a balanced mix of personal and professional references that provide comprehensive insights into the candidate’s abilities and character.
Professional references, such as former supervisors or colleagues, offer valuable assessments of the candidate’s work ethic, skills, and how well they align with the job description. On the other hand, a personal reference, including mentors or trusted individuals who know the candidate well, provides a broader perspective on their personal strengths and character traits. Personal references can also include family members.
Employers need to compile a diverse reference list that includes past employers with detailed knowledge of the candidate’s professional capabilities, alongside personal acquaintances who can attest to their personal attributes. When requesting a reference list, consider highlighting the need for individuals who can provide thorough insights into the candidate’s qualifications and suitability for the role.
At Barada Associates, we specialize in conducting comprehensive background checks and reference verifications to ensure employers receive reliable and insightful feedback. Contact us today to enhance your hiring process with our expertise in reference checking services.
How Many References Should I Ask For?
A potential employer should strike a balance between gathering sufficient insights and respecting the time and effort of both candidates and their references. Typically, asking for three to five references is a standard practice that allows for a comprehensive evaluation without overwhelming either party.
Requesting three to five references enables you to gather a diverse range of perspectives on the candidate. This might include former supervisors, colleagues, and professional mentors who can offer insights into different facets of the candidate’s work style, skills, and character.
Having multiple references ensures that you have alternatives if one or more references are unavailable or unable to provide detailed feedback. It also allows you to cross-check information and gain a more balanced view of the candidate.
With three to five references, you can conduct a thorough assessment of the candidate’s suitability for the role. Ultimately, the exact number of references may vary based on the role’s seniority, industry norms, and specific hiring requirements.
Why Honesty Is the Best Policy for References
In the realm of reference checks, honesty remains paramount for both job seekers and employers alike. While candidates often hope for glowing recommendations, truthful assessments provide employers with a clear and accurate portrayal of a candidate’s strengths and areas for improvement.
Honesty in references allows employers to make well-informed hiring decisions that align with their company’s needs and culture. Here’s a real-life example of why honesty is best.
Why Honesty Is Better Than Only a Positive Reference
Not too long ago, Barada Associates was asked to check the references of a candidate for a sound and vibration engineer’s position. The references were ideal – all three were people who were friends of the candidate, but who had also worked with him for the last several years. More importantly, all three gave honest assessments of the candidate’s strengths and weaknesses.
In a proverbial nutshell, all three references said the candidate was one of the most knowledgeable and capable sound and vibration engineers they had ever known. But all three also said the candidate had trouble getting along with nearly everyone – that he tended to look down his nose at fellow employees and to radiate an arrogance that was extremely offensive to others.
Ordinarily, one might think comments like those would be enough to disqualify the candidate from further consideration for the job the company so desperately needed to fill. But because they were so desperate, plus being alerted to his difficulty working with others, the company hired him anyway!
Why? At least they knew whom they were getting – both the good and the bad. So, how did they handle this potentially awkward situation? First, they gave the new sound and vibration engineer an office of his own and kept him away from other engineers in the group. Figuratively speaking, they practically slid new projects under his door! But, at the same time, the company encouraged him to enroll in what was essentially a Dale Carnegie course as part of their career development “plan” for him – which he did.
After about six weeks, he began to realize that he had an abrasive personality and, eventually, improved his interpersonal skills to such an extent that he was moved out of the solitary office and was able to supervise a team of engineers successfully.
Imagine if his references had lied about him and said he had a great personality and the company had hired him unaware of his abrasive style. All sorts of problems could have resulted from their dishonesty. The way it was, the company was able to take what amounted to constructive corrective action and turn a potentially disastrous situation into a win-win situation for both parties.
This true story is a perfect example of why people seeking employment should encourage references to give prospective employers honest answers and not just say “good” things about them.
How References Can Give Honest Feedback the Right Way
Providing honest feedback during reference checks is not only essential but also a responsibility that references should undertake thoughtfully and professionally. Here are key considerations to ensure feedback is honest and constructive:
Focus on Specific Examples
References should draw from specific instances where they observed the candidate’s performance, behavior, and skills. Concrete examples help substantiate the feedback and provide context for the prospective employer. You can help references achieve these responses by asking the right questions.
Stick to Facts
It’s crucial to present factual information rather than opinions or assumptions. References should avoid subjective judgments and instead focus on observable behaviors, achievements, and challenges. Ask questions that require references to provide concrete examples and facts, rather than just opinions.
Balance Strengths and Areas for Improvement
While highlighting a candidate’s strengths is important, references should also be willing to discuss areas where the candidate may need development. Constructive criticism, framed positively, can provide valuable insights into how the candidate may fit within the prospective role. Ask questions that shed light on the good and the bad.
Encourage Follow-Up Questions
References should be prepared to engage in a dialogue with the prospective employer, offering further context or elaboration when requested. This openness demonstrates transparency and confidence in the feedback provided.
Respect Confidentiality
References must respect the candidate’s privacy and confidentiality. They should refrain from disclosing sensitive information that is not relevant to the candidate’s suitability for the position. As a hiring manager or future employer, you should not include questions on your reference sheet that pry into a candidate’s personal life or violate their privacy.
At Barada Associates, we emphasize the importance of obtaining honest and detailed feedback from references. Our approach ensures that employers receive comprehensive insights into each candidate, facilitating well-informed hiring decisions. Contact us today to learn more about our reference verification services and how we can support your hiring process with reliable, credible feedback.
Why You Should Consider Talking to a Supervisor
Talking to a candidate’s supervisor during the reference check process offers several advantages that can significantly inform your hiring decision, including:
- Direct Insight Into Performance: Supervisors typically have firsthand, in-depth knowledge of the candidate’s day-to-day work ethic, capabilities, and performance. Their perspective can provide a nuanced understanding of how the candidate operates within a team, handles responsibilities, and meets expectations.
- Verification of Job Duties and Achievements: Speaking with a supervisor allows you to verify the accuracy of the candidate’s stated job duties and achievements. This ensures alignment between what the candidate claims on their resume or in interviews and their actual contributions in the workplace.
- Behavioral Insights: Supervisors can offer valuable insights into the candidate’s behavior, interpersonal skills, and ability to handle challenges. Understanding how the candidate interacts with colleagues, responds to feedback, and manages stress can paint a clearer picture of their fit within your organizational culture.
- Confirmation of Cultural Fit: Supervisors can provide context on how well the candidate aligns with your company’s values, work environment, and team dynamics. This information is crucial for assessing cultural fit and predicting how seamlessly the candidate may integrate into your team.
- Professional Endorsement: A positive endorsement from a supervisor carries significant weight and can validate the candidate’s qualifications and potential contributions. Conversely, if there are concerns or reservations, this allows you to address them proactively before making a hiring decision.
Your interview process can only benefit from checking different types of references, especially a former manager and supervisors. Our team can help you get a good reference to questions that are appropriate for the new job and specific skills you’re hiring for.
Contact Barada Associates Today
At Barada Associates, we specialize in providing comprehensive background screening services tailored to meet your specific needs. Whether you’re looking to verify employment history, assess qualifications, or gather insights from reliable references, our experienced team is here to assist you every step of the way.
Ensure you make informed hiring decisions by partnering with Barada Associates. Contact us today to schedule a consultation.