Verbal references can be seen as just a tick in a box by many employers. We have all been called by recruitment agents (or worse still, their junior!) where they are so keen to get off the phone during a reference call it barely lasts two minutes. It could appear that the less time spent on the phone reduces the chances of them hearing something that may put their commission at risk. Sometimes this approach also works really well for the referee as they get to avoid answering any in-depth questions that they may find embarrassing.
On the other hand, thorough verbal referencing with good technique usually puts the last piece in the jigsaw puzzle of the recruitment process, providing certainty around the candidate’s strengths, weakness and opportunities for development, and above all, the true fit for their new role and working environment. Without this final piece, all the effort in gaining a new employee can be quickly lost; we’ve all heard the old adage “people are employed for what they know, but sacked for who they are”. How many times have we seen this to be true if the recruitment process and referencing is not thorough and honest?
At Sonata the verbal reference process is fully documented and as a minimum takes 30 minutes to complete just the phone portion. Great care is taken to ensure the reference has the time and privacy required to complete the call. Along with standard questions, the reference is customised to probe further into any particular areas which the recruitment process has revealed may require further information to build a fuller picture of the candidate. All verbatim comments along with any other notes and impressions are then forwarded to the prospective employer for review (with their approval of course!) and then a discussion takes place with the client to debrief what the reference has shown. Only taking the required time, actively listening to the feedback and any hesitations, and probing deeper ensures the best results; there are no shortcuts to be had in this area.
In terms of being a referee, the reverse is also true and when giving a reference, a past employer is obligated to provide a balanced and fair view of a past employees ability and fit. If this is not comfortable, then the fair thing to do is to turn down the invitation of being a referee in the first place. It’s also important to remember that any issues or short comings you may have experienced with the employee may not necessarily be a factor in the new role, or if they are, it allows the new prospective employer to assess the candidate against the role and gives them access the options and the ability to go into the employment relationship with eyes wide open and provide the learning and development or support required.
As they say what goes around comes around.
^DB & JY
