How to handle references

Reference checking is a critical factor in hiring. It can shed light on an applicant’s personality in a way that a CV cannot. An unfavorable reference check can even cost you a job that you thought was guaranteed.

Who makes a good referee?
A referee can be someone who was your supervisor, co-worker, client or customer but picking the right ones can be tricky if you don’t know what to look for. The key is picking referees who will distinguish you from the other candidates interviewing for the position.

One of the biggest mistakes is choosing a referee that can only provide your date of employment and job title, and nothing else. When a Michael Page recruitment consultant contacts your references, they are looking for specific details such as their relationship with you, how you handle difficult situations, and your strengths and weaknesses.

Before you turn in your reference list, make sure you call them to ask if they are willing to be a referee and ensure you’re both on the same page about your work history and even your personal relationship.

What not to do
Sometimes a hiring manager doesn’t have to pick up the phone to see some warning signs of a bad applicant. If a candidate has no supervisors as references from any positions, it is indeed a red flag. A reference list that contains an incorrect phone number or only mobile phone numbers, or simply a list of names but no job titles is also a concern.

Another red flag — and a good example of why you should call each referee beforehand — is when referees are surprised to be listed by the applicant at all.

The thing to remember is that hiring managers are not out to get you; they want to learn more about you. Their goal is to hire the best candidate for the job. Good references can not only help you get the job but also ensure a good cultural and team fit.