Q. Is checking a candidate’s references worth the effort since most companies won’t give references anyway?
I conduct references for every candidate I represent for one of our searches. I believe this is part of the due diligence process prior to hiring someone. Top talent have references and can always provide someone either currently in the company or that has left the company. I discovered long ago that CEO’s violate their own policy on references for top performers. They will never do it for anyone else.
It is important to inform the candidate at the beginning of the hiring process that references will be required. Too often companies wait until the end of the process before asking for references. Letting the candidate know that this is not a request, but a requirement up front is critical to getting proper references.
The common belief is that candidates will only give references that they know will say positive things. That isn’t always true. Often it’s not what the reference says, but how they say it that counts.
In our search practice it is our policy that if a candidate can only provide references that will only provide name, rank and serial number that is code for walk away. Top talent have references.
To download the free chapter on Conducting an Effective Phone Interview from our book “This Is NOT The Position I Accepted” CLICK HERE and then click on the Free Search Resources link.
How effective is your job search? If you are not sure, download our free 8 Matrix Job Search Self-Assessment Scorecard. CLICK HERE and then click on the Free Search Resources link.
I welcome your thoughts and comments.