Having been on the tail of a candidate to confirm the go-ahead to contact references (for a managerial role) recently AND having read some good commentary in the Wall Street Journal on the topic – it appeared that a reminder about the importance of this process would be useful.
So, to get to the point, as unemployment increases we are seeing employers deliberating a lot longer during the hiring process – or to put it another way – they are being very ‘particular’.
Even more reason to appreciate the importance that references play as a clincher in obtaining a position, so taking the time to manage this part of the process carefully is smart.
1. Keep referees up to date. Keep in touch. Know where these vital contacts are.
In the middle of an HR Management recruitment process recently, one of the contenders discovered that the two key contacts from the company she was at 18 months have gone…so the tracking down process begins….and the clock ticks.
In the US they are using video testimonials and the linkedin referral process to endorse applications.
2. Prepare referees. We usually find that referees know they are going to be called but so often they have no idea about the role you are applying for, or the content of the role – so when it comes to making detailed comments they struggle to recall specifics.
You will have read the position description and know the key competencies that are being looked at… so it stands to reason these will be referred to during the reference process. Prepare them to anticipate what may be asked.
3. Let them know the outcome. Follow-up after the reference is a given.
Don’t forget the THANK YOU.
Perhaps contact with vital referees over the course of the year in some small way could be a good thing to schedule? The Wall Street Journal suggests setting up Google Alerts to monitor internet mentions of your referees – so you can then shoot off a quick email saying ‘ Congrats’ as you spot their article.
And finally – let’s take a moment to thank all NZ employers who so willingly give of their time to make comments on behalf of employees. Participation levels are always very high, people are genuinely keen to assist and feedback is usually balanced and professional.
