Why and how to make a reference

Prepare the right questions

If the execution of a reference may seem a formality initially, it is not. By launching yourself without preparation, your point of reference could prove unproductive. First of all, identify the answers you are trying to get and select the questions to ask as a result. Having a general vision of the position to be filled to identify difficult skills but also the refined human qualities.

Ask targeted questions to be able to highlight key information on the candidate’s personality. For example, if you are looking for a versatile and organized profile, ask the question «When Louis had to manage many activities at the same time, how is it and for what result?» ».

If you are looking for a persevering profile, ask how the candidate reacted to a failure. And also: never orient your interlocutor, let him express with his own words, otherwise you risk influencing it.

Finally, a fairly interesting question, you can ask an ex -employer if this candidate would take again today again. The answer, depending on the words and the tone used, will be quite revealing the global opinion of your interlocutor.

Two opinions are better than

On the top of a single judgment it is always risky. This is the reason why we recommend that you make two verbal references to be able to cross two different sources of information. In addition to enriching your reference, you can compare the answers and highlight what seems relevant to you.

Ideally, try to get recent sources, not an ex -employer who collaborated with the candidate ten years ago … apart from the current employer of your candidate, you can contact those who wish in his professional past (former employer, colleague, coach, etc.). Do not hesitate to ask your candidate to provide you with the interlocutors you are looking for.

Combines reference and social networks

Almost 70% of recruiters consult social networks during the recruitment of a candidate, according to a study broadcast by Rhons. Despite everything, collecting information about a candidate looking for his name in Google does not replace a version of reference. However, the two are complementary. For example, you can rely on the LinkedIn profile of a candidate (during his career and his ability exposed) to cope with your questions when you take the point of reference. You can also cross the information obtained through social networks and the reference socket.

Another resource, you can contact LinkedIn directly, the employers to plan a telephone appointment and then save time. Please note, contact an employer through LinkedIn does not delete you from the legal obligations (i.e.: notify the candidate and have his authorization).

Pay attention to the too positive or negative judgment.

Know how to read between the lines

The main danger of a point of reference is that the interlocutor can tend not to say the evil of the candidate or unlike «demolishing» him if they started in a bad term. But even the point of view of your interlocutor can be distorted. For example, an employer who has held a positive image of a candidate will naturally obscure defects and less pleasant moments during their collaboration. This is called «Halo Effect» (if you want to know more about the cognitive prejudices applied to the recruitment, I invite you to read our article dedicated to this topic).

If formal language is not always reliable, it is therefore necessary to contact informal language. Your employee, the choice of words, the hesitation, the arrest time in an answer … All these elements and shades allow you to detect unrealized information. In one sentence: interprets the attitude of your interlocutor.

Outsource the reference to save time

A point of reference can quickly take time. In fact, between the first contact with the company, to obtain the details of contact of the right interlocutor, making an appointment with him … the time spent in the reference can increase quickly. This is the reason why there are professional solutions like any check to outsource the reference of candidates.

Another advantage of taking the reference by a supplier: objectivity. In fact, an external and informed eye will provide you with sufficient perspective and relevance to obtain a quality reference.