Are References Important?
The recruitment of staff is a huge investment for any organisation; get it right and you have a valuable employee contributing to the growth and success of your business, but the wrong decision can prove extremely costly in terms of time, money and morale.
Increasingly, it’s becoming the norm for referees to say very little in a reference, probably due to worries about potential complaints, so it’s easy to think they’re a waste of administrative time. However, references are a valuable tool in assessing the suitability of an applicant for a job but can be a tricky area to navigate.
Do You Need to Give a Reference?
Unless working in specific industries (regulated by the FSA), an employer can choose whether or not to provide a reference.
In some sectors, including schools and care, requesting and providing employer references is required as part of normal ‘safer recruitment’ practice.
What Should a Reference Include?
As the employer, you can also choose how much (or little) information to provide. You may provide only basic facts (start and end date, job title), but might also include:
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a description of skills and abilities
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relevant strengths and weaknesses
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answers to specific questions
If you are providing a reference, it’s important that the information is true, accurate, fair and doesn’t give a misleading impression. No opinions, just facts. Remember, don’t include irrelevant personal information.
Can You Give a Bad Reference?
Again, any reference must not include misleading or inaccurate information and should be based on facts. In some cases, this might mean that the reference could suggest a person may not be suitable for the role, because they do not have relevant experience for example.
Resolving Reference Problems
If you have concerns about a reference you receive, or can’t obtain one, discuss this with the applicant first to understand their perspective. Using a probationary period (usually between 3-6 months) is a good way to support your new staff whilst assessing whether they have the skills you need.
Quick Tips
Providing a reference:
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Make sure the information is fair and accurate and support any opinions with facts.
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A simple policy on who within the organisation can provide references and the sort of information included is a good idea for consistency and will reduce any risk of possible discrimination claims.
Requesting a Reference
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Always ask the applicant’s permission before approaching their current employer for a reference.
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Ask direct questions and be clear about the information you need – maybe use a form. If you only receive a factual reference, it’s always worth picking up the phone and speaking to the referee.
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Check any employer reference you receive comes from a professional address – don’t accept references from personal email addresses. A quick phone call to verify can be helpful.
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If a reference isn’t provided or suggests the person is unsuitable, proceed with caution and discuss with the applicant before taking any decisions.
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Always make any job offer subject to satisfactory references. Also include a probationary period for all new appointments.
Redway HR can support you with all aspects of recruitment and the onboarding process, so please get in touch – we’re here to help.