– Patricia Lenkov
Recruitment 101 includes references as a core component of a thorough hiring process. A GoogleGOOG +1.1% search of “references” yields infinite results. There is endless speculation on who to ask for references, how many are appropriate, and how to properly list them on a resume, among other ponderings on this topic. But for those of us in “the business,” there are a multitude of referencing misunderstandings and misuses:
Actual Value of References.
What do job candidates do when they are asked to provide references? No matter the job or the experience level, the process is the same: reach out to former bosses, peers, subordinates, or clients and ask if they can be included on the list of references. Of course, it goes without saying that those being contacted have a pleasant and positive relationship with the job candidate. When asked for references, no one reaches out to the boss who fired them or the peer they competed with. However, the job referencing process rarely considers this, and the hiring team has standard perfunctory conversations and checks the yes box, which is predetermined by the very process. This system has limited validity and value but is still standard operating procedure.
References Don’t Belong on a Resume.
References often show up at the bottom of a resume, and there are several main reasons why this is misguided:
1-Resumes are space-constrained. A resume is a document for demonstrating experience, accomplishments, and expertise. Each word must be carefully selected, and the space, including white space, must be deliberate.
2-Not only do references not belong on a resume, but the statement: “references provided upon request” is redundant. Recruiters and hiring managers know that references will be provided if and when requested.
3-References are often conducted on finalist candidates or towards the end of the recruitment process. As such, they do not need to be provided at the outset but should be ready to go upon request. This means a well-organized list with all contact details and a comment about the nature of the relationship. Each reference should also have provided permission to be contacted.
Alternatives
If references are biased and self-limiting, how can hiring companies and recruiters understand a job candidate’s performance, effectiveness, and ultimate hireability?
Psychometric assessments and testing can add insights into a job candidate’s personality, style, and potential for cultural fit and are employed frequently. As a supplement to references, they can help predict job success with varying levels of accuracy. Professional background checks are also necessary and typically include degree verification as well.
There is also another option. Sometimes misunderstood, back-channel, or blind references, when executed correctly, can provide vital and unparalleled data. Back-channel/blind references are obtained from individuals not provided by the candidate. These people have worked with the candidate and whom the recruiter or hiring manager finds independently. LinkedIn simplifies the process, and with some skill and patience, it can be possible to identify people who know the candidate but did not make it to the reference list. With more skill and expertise, speaking with these people and obtaining insights and information that may be more balanced and realistic than that from the highly cultivated reference list supplied is possible.
However, this can also be somewhat controversial. There is an element of secrecy to this methodology, and if the candidate finds out, it can erode trust and ultimately lead to the candidate withdrawing from the process. It is also tough to cold call strangers for references and requires much skill and expertise to be successful. And, of course, confidentiality can always be compromised, and for those who are employed, this can be delicate and precarious.
The bottom line is that recruitment and hiring are time-consuming and often challenging. It is best to plan in advance whenever possible and align with experts in the craft. Better yet, minimize turnover with a culture of opportunity, growth, challenge, and support.