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I use references differently, its more about the candidate and how are they motivated, inspired and encouraged. What worked when you managed them and what didn't? What are the best ways to keep them engaged and what is the kiss of death? It's not really to verify my hiring decision rather to help me manage them the best way possible so they can succeed. When you have this type fo conversation there are true nuggets of gold that come to you
Interesting, just had this conversation with some staff members. I think references were devised as a resource to hopefully cut down on the amazing candidate that everyone loved and we hired but their evil twin showed up the first day of work.
Most of the reference questions you can get just by doing an intake with the candidate. I am not talking about the canned list of questions some thought you should ask. I mean a conversation get to know the person and learn to listen to what is not being said.
In complete agreement references are not helpful and can be harmful given you a preconceived vision of this personl
Mentor
100% agree. Professional references, provided by a candidate, are a complete waste of time.
My approach to companies that have asked me for references has been simple, and proves my point. I provide the requested number of references. Each reference is someone I've worked closely with/for. Each one is prepped in advance with specific talking points that highlight my accomplishments related to the role. Super useful for the hire employer, eh?
I'm so grateful my current employer doesn't check references. It saves me time and doesn't waste the time of the candidate either so it's a win/win. If I really care that much about someone else's opinion, I'll get backdoor references from my network.
I've always hated references and thought they were a waste of time. I haven't collected them in years and thankfully haven't worked anywhere that has required them for a very long time.