References play a very important part in the recruitment process. Information from past employers is often the best way to understand how a new staff member will fit into the role and the organisation. References should also raise any issues of concern. References are normally collected after the interview for the most successful candidate or candidates. Although having references before the interview can be helpful, they can take a long time to obtain.
References can be collected in written form or by telephone. Be aware that written references rarely say bad things about people because referees are usually diplomatic and consider carefully what to write. When reviewing references, it is worth noting whether referees have avoided answering any questions. Consider whether this could be because they have doubts about the candidate in that area. It is important to telephone referees who have provided a written reference to confirm that the reference was genuine. Telephone references may give a more realistic picture of what the candidate is like, since referees do not have long to think about diplomatic responses to the questions. It is important to make detailed notes of the telephone call so they can be looked at later.
Ensure that referees are asked child-related questions if the job involves working with children. This will help to ensure that people who abuse children do not try to take advantage of such jobs.
Questions to ask refereesThe reference should first confirm the candidate’s relationship with the referee – how they know each other and for how long. There is a range of questions that referees can be asked:
Some questions should relate to the specific job that is being applied for. Ensure that referees are provided with information about the job and the selection criteria. Referees could be asked to comment on the applicant’s ability related to each criterion or they could be asked a more general question about strengths and weaknesses related to the job.
Some questions should relate to the applicant’s character, such as honesty, timekeeping, relationships with other staff, response to criticism and absence from work.There should be a question asking whether the referee would recommend the applicant for the job.