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Recruitment - References

Summary of postings

Recruitment - References	Neil Hemmingway	31 Mar 05
Re: Recruitment - References	Rachel Hughes	6 Apr 05
Re: Recruitment - References	Victoria Warren	6 Apr 05
Re: Recruitment - References	Sandra Beale	6 Apr 05
Re: Recruitment - References	Janet Davies	6 Apr 05
Re: Recruitment - References	NICKY HILLIER	6 Apr 05
Re: Recruitment - References	Simon Spindler	6 Apr 05
Re: Recruitment - References	gillian adams	27 Apr 05

Details of postings

Recruitment - References	Neil Hemmingway	31/03/2005 17:54
What are people's thoughts on references I know there are Pros & Cons but not many companies reply and the ones that do give you limited information. Anyone got any ideas

+ Re: Recruitment - References	Rachel Hughes	06/04/2005 10:46
I believe references only provide you with clarification that the person has worked at that company and length of service, which can then be checked against the persons CV. The potential employee will only give you reference details of a person/s that will speak highly of them, so from a behavioural/skills in the workplace, the reference will not provide you with a rounded/unbiased picture of the person.
++ Re: Recruitment - References	Victoria Warren	06/04/2005 10:56
In my experience, seeking references via telephone from at least two people is the best way to gain a picture of the recruit. Ensure you have structure questions and ask each referee the same questions. Via phone, people will venture away from the question you have asked and therefore give more information freely. Asking for written references will give you limited answers.
+++ Re: Recruitment - References	Sandra Beale	06/04/2005 10:57
Neil To decide whether to recruit the candidate or not the majority of the information should be gathered using the CV, shortlisting, interview + testing process. References just give the final seal of approval and with the problems of getting people to reply, giving a comprehensive view of the individual and the trend towards giving just the bare essentials they should not be used in isolation alone to make the final decision. Sandra Beale MCIPD
++++ Re: Recruitment - References	Janet Davies	06/04/2005 11:01
I think it really depends on why you need a reference and employers need to have some common sense standards relating to them. Most companies have limited resources to complete work which is in effect about someone who no longer works for them and may not have done so for 5 or more years even (though of course they expect reciprocity from others!). If the reference you ask for is to confirm the basics such as employment dates and job title and key exit information (reason for leaving, attendance etc) on a simple pro forma which has clear return dates and an sae attached the chances that it will be returned are greater. Character reference information is another matter - noone wants to be compromised or sued and besides when people move around so much how well might that person remember them and frankly who in their right mind will proppose an individual who will badmouth them? References regarding suitability for working with children and vulnerable people etc which are standard in Education and like professions should always be taken up before the person starts. At the end of the day reference gatherers need to be sure what they need to know, why they need to know it and the risk of not getting it to their organisation.
+++++ Re: Recruitment - References	NICKY HILLIER	06/04/2005 11:37
As an organisation we only supply dates of employment, job role, reason for leaving and whether there was anything adverse recorded (or not). When requesting information we ask for much more and sometimes we receive it and other times not. There is usually a telephone number and where there is any suspicion around the validity of a prospective employee's information, I would ring. Again some organisations will cough up the info and others won't. People employing our former staff have the same option to ring. We ask employees leaving to sign the exit interview form which allows us to disclose the information listed at the top of this comment - no problems then with data protection! I guess that data protection is the main reason now why so little information is forthcoming. Nicky Hillier
++++++ Re: Recruitment - References	Simon Spindler	06/04/2005 11:54
I think that references are critical for sound recruitment, but written enquiries rarely give very much. It is worthwhile investing time and effort in telephoning referees for a discussion about the person concerned. This has to be done properly but it is then a very useful check and can give valuable insight alongside information gained from a selection process. Simon Spindler
+++++++ Re: Recruitment - References	gillian adams	27/04/2005 12:13
Have a look at the CIPD guide on References - it is quite useful. Depends whether role is junior or senior - for senior I would always telephone reference. As 1 in 8 people falsify CVs, it's worth checking key qualifications etc. Dont forget that once an employee has joined, you have no real recourse if the reference proves to be unsatisfactory other than go through your disciplinary process. I would never employ without a reference but I tailor reference requests so I ask for really specific details appropriate to the position and individual.