One of the services we offer here at KHES is reference checking. Reference checking can be a time consuming and difficult process for an employer. The level of information you require will vary depending on the role you are recruiting for, but some of the areas you may want to know about are given below. The most important areas are to confirm are that the candidate was employed when they said they were and that the sickness absence does not indicate problems ahead.
- Job title
- Employment history – e.g. roles undertaken
- Length of employment
- Capability in current role
- Any training/qualifications received
- Sickness absence record
- Disciplinary record
- Reasons for leaving
- Would you re-employ
Who should I be contacting for a reference?
- Current employer
- Previous employers (last 5 years normally)
- Friend/colleague (character reference only)
At what point should references be requested?
Employers must remember that seeking references before you make a formal job offer, can cause problems if their current employer is unaware of their wish to leave. Therefore it is essential to ensure you obtain the candidate’s permission before contacting referees.
What can I expect?
Except in the financial service industries companies are under no obligation to provide a reference and many now adopt a policy of providing very limited information. This is often limited to how long the person was employed by the organisation and role undertaken. While a glowing reference can seem very impressive it is not always an accurate indication of how the candidate will fit into your organisation and may actually reflect how much they want the person to leave!