For Your Reference, Don’t Do the Reference

Companies need to update their hiring process in order to stay ahead in the competitive market for qualified candidates. Hiring processes must be quick and effective in order to streamline the way a person goes from interested candidate to hired employee. There is one key step within the traditional hiring format that is an outdated and unnecessary bottleneck – reference checks. References are time consuming and unreliable and add very little to the hiring decision.

Here are five reasons why we recommend that you ditch the reference checks:

1.    Time: In the recruiting world, there is one factor that stands out above the rest – time! In a hot market and a battle for the best talent, we remind our clients that timeliness is crucial. Candidates want to be hired and often will accept the offer from the first company that gives them what they want to hear. References slow the process exponentially. Replying to a reference request is not a priority for past employers and you are at the mercy of their availability and willingness to respond. This wait could easily cost you.

2.    Reliability: Candidates only give contact information for people they know will speak favorably of them. While this seems like universal knowledge, companies still follow the idea they need the reference. As a hiring manager, no one knows the ins and outs of the specific role particulars better than yourself. Therefore, you may receive empty praise about a candidate for your position and company which that reference knows nothing about.

3.    Discredits: By the time a traditional reference check takes place, your candidate may have had multiple interviews with your team, tours of the facility and ample time to connect with the hiring manager and others on a professional level. The request for reference checks at the end, when you have already vetted their skill, ability and personality yourself, can leave a feeling of distrust in a candidate.  

4.    Legality: Many employers refuse to offer past employee feedback and instead only offer employment dates, for fear of being sued. This type of response can leave hiring managers concerned despite any real reason for doing so.

5.    Change: Also consider that people change. A candidate may not have been a strong leader a decade prior due to a lack of experience or training. Every venture allows a person to grow professionally and a past employer may not acknowledge or have appreciated growth that might benefit your company.  

There are alternatives that will streamline your process and give you hiring results that are quicker and more reliable. Establish stronger interview questions and allow others to be a part of this process. Two or more perspectives are better than one. Develop assessments that determine a candidate’s skill and knowledge base. In the end, don’t be afraid to go with your gut. As a hiring manager, you know your company or division well and therefore you know the person who would be the best fit. And finally, ask for help! Arrowhead Talent Solutions is built around trust and honesty. We will work alongside you and present candidates we have faith will be strong additions to your team.