Making decisions on job references is a crucial step in the hiring process that has implications for both employers and employees. Employment references are a sort of social capital, according to DeTienne and Jackson (2001), giving employers important knowledge about the qualities, skills, and character of potential workers. But there is growing worry that references might not always be truthful or impartial, raising possible moral and legal dilemmas for employers (Lamare et al., 2016).

Some businesses have created policies and processes to standardize the job reference process in response to these worries, including rules for what data can be provided and how it should be gathered (DeTienne & Jackson, 2001; Lamare et al., 2016). In addition, some academics have recommended using other techniques to gather data on possible workers, like online background checks and tests (DeTienne & Jackson, 2001). In the end, choosing to use employment references throughout the hiring process necessitates thoughtful deliberation of the advantages and potential disadvantages as well as a dedication to moral and legal best practices (Lamare et al., 2016).

 

THE IMPORTANCE OF EMPLOYMENT REFERENCES: WHAT INDIVIDUALS AND ORGANIZATIONS NEED TO CONSIDER

Job references play a crucial role in the hiring process. They provide potential employers with an outside perspective on a candidate’s work experience, skills, and character. However, the employment reference process is not always straightforward, and individuals and organizations need to consider several factors before providing or seeking references.

Organizations need to decide if they will conduct reference checks during the hiring process. Depending on their location, industry, and job requirements, reference checks might not be mandatory. However, they can provide valuable insights into a candidate's suitability for a role, and the organization's culture and expectations.

 

THE PROS & CONS OF CHECKING REFERENCES: WHY IT MATTERS

One of the main advantages of conducting reference checks is that they can reveal information that a candidate may not have disclosed during the interview process. For example, a reference might mention that the candidate was particularly skilled at handling difficult customers, which could make them a valuable asset in a customer service role.

However, there are also disadvantages to conducting reference checks. For instance, some references may be unwilling or unable to provide detailed feedback due to organizational policies or concerns about legal liability. Additionally, some candidates may only provide references who they know will provide positive feedback, which could skew the overall assessment of their suitability for a role.

 

REFERENCE ROULETTE: HAVING A CLEAR POLICY

Organizations should have a clear policy for providing references, which should be reviewed by legal and risk teams. The policy should include guidelines on the type of information that can be shared, who can give references, and how references will be conducted. Organizations should also ensure that all employees are aware of the policy and follow it consistently.

Individuals who provide references should be carefully selected based on their knowledge of the candidate’s work experience and their ability to provide detailed feedback. It’s essential to obtain their consent before providing their details as a reference. Individuals should maintain a positive relationship with their references by staying in touch and updating them on their career progress.

References can come in various forms, such as LinkedIn endorsements or personal recommendations. While these types of references can be valuable, organizations and individuals need to consider their validity and relevance in the hiring process.


SHOULDERING THE RESPONSIBILITY: A TALE OF BEING A JOB REFERENCE

Eran was a savvy businessperson with experience in a number of fields. He had a wide range of contacts, and many of them had requested his to serve as a reference for them when they submitted applications for new positions. At first, Eran was touched and delighted to assist his friends and coworkers. He would put a lot of effort into writing specific reference letters and talking to prospective employers about the abilities and strengths of his previous coworkers.

But as time passed, Eran started to feel the weight of this duty. The stakes were higher than he had anticipated, and he realized that his comments could make or destroy someone's chances of landing a job. Also, he started to get more and more requests for references, until it was consuming a large amount of his time.

The idea that he might not be treating the people he was suggesting fairly made Eran start to worry. What if he overlooked something crucial or failed to emphasize their excellent traits? And what if something he said or omitted to say caused one of his references to not be hired?

Eran began to feel the weight of being a reference as a result of these concerns. While he was aware of how crucial it was to be truthful and accurate, he also didn't want to disappoint anyone. Eran ultimately concluded that he needed to establish some limits and be pickier about the recommendations he offered. He also began to interact with his coworkers more honestly, offering them a criticism of their performance and encouraging them to be open and honest about their strengths and flaws.

Being a reference still came with obligations, but Eran had figured out how to handle them in a way that worked for his. He was able to assist his coworkers while also caring for himself, which made his feel more assured in his capacity to offer insightful criticism and suggestions.


FIXING CAREER OPPORTUNITIES: NURTURING PROFESSIONAL RELATIONSHIPS WITH REFERENCES

 Maintaining positive relationships with references can benefit individuals in many ways beyond the hiring process. References might be asked for when applying for awards or volunteering, and having a network of supportive and knowledgeable contacts can be invaluable throughout a career.

So we can see that employment references play a significant role in the hiring process, and individuals and organizations need to consider several factors when providing or seeking references. By having clear policies, obtaining consent, maintaining positive relationships, and considering the relevance of references, individuals and organizations can ensure that the employment reference process is a positive and beneficial experience for all parties involved.

 

 REFERENCES

 DeTienne, K. B., & Jackson, S. E. (2001). Knowledge transfer in a case of organizational acquisition: Cognitive maps as a tool for organizational learning. Journal of Management, 27(5), 591-612.

Lamare, J. R., Morrison, R. L., Terry, D. J., & Taplin, R. H. (2016). Factors affecting the accuracy of job references. International Journal of Selection and Assessment, 24(3), 207-217.