Opinions about taking candidate references vary throughout the industry. Some recruiters consider the reference check crucial in the early stage of the selection process and will conduct one for every candidate prior to submitting their profile to a client. Others will only check references in the final stage of the selection, prior to a client making an offer to the preferred candidate.
The timing of a reference also varies per country. In some countries, such as the UK, a job offer will be subject to satisfactory references. In most European countries however, a job offer will not be made prior to checking references, unless of course no references are checked at all.
Laws about what type of information a referee can reveal are different dependent on the country a candidate works in as well. Whilst in countries such as Belgium, France and The Netherlands, people will happily share any subjective information about a previous employee with you, in the UK and Australia, referees are only allowed to confirm employment dates, job titles and in some cases information about remuneration and sick dates (prohibited by company policy or by Libel and Slander law).
It is obvious that for a recruiter it is much more valuable to be able to go into detail about a candidate’s performance and personal threats than only receiving a confirmation about when and where someone performed his/her duties.
Why should a recruiter check references?
There are a number of reasons why I believe a recruiter should ALWAYS check references, preferably over the phone:
1. Credibility towards your candidate
Checking references builds your credibility towards a potential candidate: he/she will know that you don’t blindly submit candidates to your clients but conduct thorough research before doing so.
2. Credibility towards your client
Although most employers will want to check references themselves, it builds credibility towards a client when you do. After all, if you submit a bad candidate, it’s your reputation that is at stake, not only the candidate’s.
3. Good business practice
Most recruiters will have a replacement policy. Checking references and acting upon them will reduce the likelihood of having to start the process again to replace a candidate who left the job for free.
4. Networking
Whether the referees are peers, managers or subordinates, talking to them will increase your network in the specific industry you’re recruiting in.
5. Great Sales tool
Taking (verbal) references is one of the best sales tools. When you talk to a referee, make sure you explain what your company does, what type of roles you cover and which role you have been able to line-up for your candidate.
Don’t see the reference check purely as a sales tool, the primary purpose should still be checking your candidate.
Ask for an email address and send through a “thank you” message, together with your contact details.
You would be surprised at how many people get back with either their resume or a request to recruit for them, a win-win in both cases!
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