Reference checking calls are the easiest calls a recruiter can make. For some reason, recruiters don’t seem to check references until the candidate has gone through a lengthy hiring process. The hiring authority asks for references and then the recruiter calls the candidate asking for them. This whole process should have been completed by the recruiter before the candidate was even presented to an employer.
There are 2 types of references. Those direct references that are submitted by the candidate and indirect which are off the record comments made by the person that has referred the candidate or backchanneled by the recruiter through confidential contacts the recruiter has.
References submitted by the candidate are generally positive. The candidate knows the person referenced and feels the reference will say good things about the candidate. Once in awhile, a reference submitted by a candidate can be less that positive but that’s generally not the case. References identified by the recruiter often provide a more accurate description of the candidate’s track record, personality and nuances about the candidate that might not be discovered or even as flowery and complimentary as references submitted by the candidate.
If a recruiter is going to market a candidate, they should check references before a marketing plan is even created. Assuming the references the recruiter identified themselves or are submitted by the candidate are positive and insightful, they will help the recruiter avoid any surprises about the candidate’s background during the recruiter’s presentation to a prospective employer or even during the interviewing process.
Checking references are important for 2 main reasons. The information gathered about a candidate can and should be used by the recruiter in their presentation to a prospective employer. When making the presentation the recruiter can share what the reference said about the candidate so it’s not just the recruiter’s sales pitch, it’s demonstrating to the employer, hey, I checked this candidate out and they’re terrific. Almost as important is the prospective hiring authority will be impressed with the professionalism of the recruiter establishing credibility immediately. The second reason is most people return calls that are asking for a reference checks and this is an opportunity for the recruiter to not only check the reference but also potentially recruit the person referenced. If the reference is a previous hiring manager of the candidate there’s a great opportunity to explore the possibility of working with this referenced person’s company. If the recruiter is doing their job correctly, they not only check the reference but can obtain further information that can be helpful with other opportunities and potential additional candidates.
Reference checking is easy and an integral part of the recruiting process. There are many benefits to the recruiter to not only learn about their candidate, but create opportunities for additional business. Reference checking protects the candidate and the recruiter. And one last point….if a candidate is reluctant to provide a reference that is clearly a red flag and must be considered by the recruiter carefully in determining whether or the not the recruiter should work with that candidate.
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