Candidates should be equipped with a minimum of two referees who can confidently offer commentary and insights regarding the employment history. The referee has the responsibility to substantiate the candidate’s employability.

Some referees are better than others. Not all referees are created equal.  If you really want to help your former employee, remember these tips.

1. Confirm you were their manager, and they reported directly to you.  Alternatively, you are a more senior colleague and worked closely with them.

A good Reference Checker is not interested in a pastor or colleague. Nor are they interested in speaking with a friend or colleague in a similar role to the candidate. Reference Checkers want to speak to a direct manager. Worst case scenario, they need to speak to a senior and reputable colleague.

2. Don’t be overeffusive

“Yeah… they were really good. Everyone loved them” is not a good quality reference check statement, but a Reference Checker will hear something like this far too often. Someone who just talks about all the good stuff without much detail is not doing their former employee a favour. They look like a pretty ordinary boss who didn’t run a tight ship. This is hardly a ringing endorsement. Details and examples that prove your point and illustrate their ability are essential.

“It drives me mad when well-meaning former managers are too flippant, or overly positive. Give me a balanced point of view!” Kerri O’Connor

3. Great referees provide nuance and context

A quality referee can articulately discuss strengths and weaknesses. They provide detail and context on why achieving KPI’s was easy or difficult.  They can illustrate the employee fit among their peers.

• Did they overachieve or underachieve?
• Were they a standout player?
• Were they above average or below?
• Were they a team player?
• Did they fit the culture of the business?

Help set the scene so the Reference Checker understands the environment and market the employee was operating in. Underperforming against certain KPIs requires more discussion and context.

4. Outstanding referees can confirm the contribution the employee has made

Referees need to discuss achievements and confirm results. Once again, “Yeah, they were really good at that” is not a suitable answer. Discuss what they achieved and their contribution to the business. Discuss results such as sales, profit, leadership, morale, process improvement etc.  As they say, “Money talks.”

5. Be honest

If you don’t know, or did not observe the employee do particular things, such as presentations, completing certain reports, or managing other staff, say you don’t know and suggest the reference checker speak to someone else who could answer that question accurately.  It is OK to say “I don’t know” or “I don’t remember.”

6. Ask for some context about the role

It is good practice to discuss the skills, culture fit and experience that will make them a good fit for this new role.  What tasks they should be able to handle on day one of the job and which will require a bit more training and mentoring.

Key parts of the reference check will cover

• Job title and responsibilities
• Length of service and any promotions while working there
• Achievements and performance
• Skills and strengths
• Terms you parted on
• Overall conduct and behaviour while employed

Brush up on relevant details prior to speaking to the Reference Checker.

One of the easy ways to separate a good referee from a poor one is to ask about the candidate’s weaknesses. Nothing annoys a Reference Checker more than a referee who can not think of any weaknesses or opportunities for improvement in relation to the level of the role they are applying to. Nobody is perfect. Remember rule 5 – Be honest.

Reference checks are done out of the kindness of your heart.  Most managers are very busy and taking time out of your day is very much appreciated.  While it may look like there is nothing in this activity for you, may I suggest otherwise…

What is in it for the Referee?

Reference checking is a critical component of a professional and complete recruitment process. While completing the reference check, it is worth evaluating the Reference Checker.  If they are detailed and thorough, (and from a third-party recruitment agency), they could be the person you ring next time you are looking for a new hire. If they are diligent on the reference check, they are probably diligent through the entire process – and that is who you want to represent you in the market next time you are hiring new staff.