Employment References

A reference will answer any question an employer or executive recruiter may ask and promises to say only good things. This is because serving as a reference is a completely different process than a legaly binding employment verification background check. There are a few countries, such as the UK, where by law the two are considered identical.

In countries such as the USA, references often agree to serve as such, only if they have good things to say. If they do not feel this way, or cannot answer some questions while holding you in high regard, they will refuse to be a reference.

Employers have found that verbal references are the most effective, and references who respond by telephone are much more effective. References who follow up with a telephone call within one business day are typically the best. References who provide there undivided attention are the most effective.

When references have been given position specifics, or any detail regarding qualifiers or possible reservations that are critical to the employer, they can discuss those areas directly. References who have a pleasant conversation, and keep the dialogue casual and light are also more crediable.

The most common method of securing a reference would be for the information collector to ask, "What can you tell me about ." A reference who can articulate the necessary information, speaking about all the good qualities that come to mind and allow time mecessary are highly regarded.

Typical questions include the following topics: professional relationship; title and capacity; areas for improvement; strengths; achievements; initiatives managed or launched; personality; failures; rapport/comportment; performance under pressure; talents to make tough decisions; work ethic/attendance; specialty; why they left company; would you rehire and anything else you can say about the person.

Example #1: The proper way a reference should answer the question "Have you noticed any areas that need improvement?", should be, "None that I can think of".

If a reference answers this question by revealing a true weakness, the reference will be viewed by the employer as being confused with their role. It can be very embarrassing.

Example #2: "On a scale of one to ten, with ten being the highest, how would you rank in...?" If a reference answers with any number lower than an eight, they do not understand the responsibility involved in agreeing to be a reference. This is not an evaluation form. It is a reference.

Once the employment reference has been delivered, typically the person who delivered the reference will notify the job seeker of how the conversation went.

Most employers will classify references into four possible categories of quality:

Excellent: The reference called back within one business day, was enthusiastic, articulate, did not require much prompting and provided 100% positive feedback. A true admirer of the candidate.

Good: The reference called back within two business days, was enthusiastic, provided the requested information by answering questions with 90% positive feedback.

Fair: The reference called back within two business days, provided requested information with 80% positive feedback.

Poor: Any of the following: a) reference failed to return call within two business days, b) seemed guarded or did not know they were chosen to serve as a reference, c) could only verify employment, d) was inattentive or e) if they "threw the person under the bus" in any way.