The Art Of Providing References

Recently, I spent 30 minutes on the phone with a referee, and although it was apparent that they were trying to be helpful, what ensued was the perfect example of what not to do when providing a reference. 

Although recruiters continually provide advice to candidates on the reference checking process, it's clear that there actually isn't much advice given to referees themselves. With that in mind, it's not surprising that the task of acting as a referee can often be a struggle, even if it's just deciding whether or not you're the right person to help.

If you're likely to be called up to provide employment references at some point in the future, here's how you can add value to the process, and why sometimes, it is important to simply say no to providing a reference.  

Being Prepared

If you've agreed to be a referee in the past, you'll know the drill, but whether it's an email, a phone call or even a questionnaire, your state of mind is critical to the success of the exercise. We've all been in situations where we want to be helpful and try to provide details on the spot. However, the key thing to remember here is not to feel pressured to answer right away if you feel unprepared or rushed. 

To provide the most helpful and relevant information possible, it is also essential to do your groundwork. A useful reference is one that is honest, as balanced as you can manage, and includes detailed examples of an employee's past performance, so take the time to reflect and find out any necessary details ahead of time. Candidates can also do their part by keeping you up-to-date about their job search process and sending through job descriptions for their respective roles. This ensures that everyone is on the same page and gives you the best chance of providing a useful reference.

Understanding the Legalities

Are you aware of your obligations and rights as a referee? Depending on where you are in the world, it may be illegal to provide a bad reference, and it can be easy to stray into grey areas. It's critical to steer clear from any misleading comments and make every effort to be accurate and truthful. 

On top of that, remember that you're under no obligation to provide a reference if you don't want to, but what do you do if that's the case?

What if You Want to Say "No"?

Inevitably, there are situations when it's best for all parties involved for you to say no to providing a reference. There could be many reasons behind this. Perhaps it has merely been too long since you've worked with the person. In some cases, you might just not have anything positive to say about the individual's performance. Either way, it's unlikely the reference will prove very helpful.

If you find yourself in a situation where you don't want to provide a reference, it pays to be transparent with the person. Although it might not always be an easy conversation to have, there are some clear benefits in doing so. Not only will it save everyone's time and prevent embarrassment on the employee's part, but it also allows you to avoid any awkward conversations with employers. On top of this, it helps to ward off any 'hearsay' conversations about the person – something that can arise in situations you should have walked away from.

Conclusions

Giving a useful reference can be challenging, but one thing is clear: accepting the task is a significant responsibility. By keeping some of these points in mind, you can ensure that you're providing a useful, fair and accurate account that helps employers come to the best decision.