Reference checking candidates… do you actually do it?

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Do you believe what a candidate says in the application process or do you contact referees to verify this information? We know a number of employers out there that do and also a number that don’t. In short, the answer is that you should conduct reference checks.

Do you ever get a bad reference from a referee?

YES!!! We have had some really poor reference checks in the past; however, more than 80% of referee checks turn out to be positive. Sometimes we pick up areas that a candidate may need improvement but overall they are quite good. Reference checking is definitely worth it if you have the right questions to ask the referee and you receive a range of answers that fit in with what you are seeking. If not, don’t waste the phone call or email.

There are a number of good reasons to conduct referee checks and here is what you can find out:

  • Whether a candidate actually worked at a previous employer and their job title – the candidate’s actual job as an “Administration Assistant” is very different to their perception as the “Office Manager” – we actually see this quite often!
  • The referee’s understanding of why the person left or is leaving
  • Verification of wage / salary / employment tenure / attendance record (sometimes, due to privacy all of these details may not be verified) – did the candidate tell you that they were on $75,000 when they were really on $60,000? It happens!
  • The actual tasks performed by the person in the role and their competencies
  • Verification of what part the person played in large projects or initiatives – did they lead the project, do a large or small part of it, and was it their idea – the candidate’s recollection of their role in this may be very different to the referee’s
  • Relationships – did they work well with clients, other staff and supervisors?
  • Strengths, performance and developmental areas
  • Attitude to work and personal attributes
  • Would they re-hire this person – sometimes this is all that you need to know about how they feel about them!

Written references

We often receive written references however they often don’t tell us a lot. We like to have the conversation and use a written reference to compliment other information that we receive during the phone call based on what we need to know.

We always reference check a candidate with a tailor-made form with specific questions about the candidate. We focus on the areas outlined above to draw a picture of how the candidate performed in the previous role(s) to assess future performance for our client. You can also create a form to keep on file and modify each time that you recruit a new staff member.

I am a referee – what should I say / not say?

As a referee it is your responsibility to be truthful in what you say. Sometimes we contact people that are unaware that they are a referee – they have not been asked and it was assumed by the candidate that it would be ok. If you feel uncomfortable about the legalities of saying something bad work by the rule that if you have nothing good to say about the person, respond with “I would prefer not to comment on that” and leave it at that. Verify details about the person’s employment if requested but don’t delve any further. The person calling you should get the picture and cease the referee check.

Reference checks are certainly worth it and offer you a better insight into a candidate than just your interview and perception of who they are.

Job Applications – The Interview… Don’t ruin it now!!!

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Congratulations, you have made it to the next stage in your application – the interview. You have beaten all of the other candidates and most likely have a one in three chance of winning the job. You have no idea what the other candidates possess so… now it is yours to lose…

Ok, you have done something right in your written application, have the skills on paper to perform in the role, answered the right questions over the phone and have now been called to come in and meet your prospective new employer face to face. What now?

Generally when you are called for interview you may only have 24 hours or less to prepare for it so how do you prepare, and what are the main things that the interviewers are looking for?

When we interview a candidate on behalf of a client, we focus on the following aspects:

  • Intention – why are you looking for work, why did you choose this role and what do you know about the company (if revealed), what would you like to gain from taking on this role?
  • Skills and qualifications – we read about these on your resume and application letter or selection criteria, we now need for you to spell out what you do, how you have done it (examples) and the outcomes of applying these skills in the workplace
  • Capacity to perform the role – do your examples and applied experience give us the confidence that you can perform in the role?
  • Do we like you and could our client work with you? I know that this is a tough one to grasp but this is a major factor for us. So many jobs have been won or lost on this very question and it just doesn’t get the attention it deserves.  All of the above mean nothing if you have the wrong attitude, show arrogance or overconfidence, or just have qualities that don’t fit with the culture of the organisation that we are recruiting for

How do you prepare?

Look back at the bullet points above and answer those questions. Look at your intentions, write out examples of how your work experiences meet the criteria and competencies of the role advertised and do you have examples that will draw a picture for the interviewer? Focus on what you have done over what you can do (we can all do things but not everyone has always done something – prove it). Lastly, get friends, family or those in your network to give feedback on how you actually come across. Be honest with yourself and tell them to be honest… you may be surprised at how you come across to other people and it’s just that nobody told you. If it is a bit unfavourable or, at the other end of the scale,  doesn’t show any confidence, work on it.

Interview day

Have appropriate clothes prepared, know where the interview actually is, have your mobile with you with the contact’s phone number (cars do break down, accidents do happen), and leave with enough time to get to the interview on time. All of these are “no-brainers” however, we have experienced these issues with candidates in the past. It is also a really good idea to bring your resume and application, some of the notes that you prepared about your application, a few questions jotted down about the role and a notepad and pen to write down some information. These last few things show interest in the role, a demonstration of good organisational skills and could work as ‘cheat sheets’ to look back on if you get stuck or nervous during the interview.

The rest is now in your hands… good luck!

Job applications – Getting back to basics!

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We often get asked ‘what is the best way to apply for a job?‘ Sometimes we really think it’s as easy as writing a quick cover note and sending a resume/CV for the role. Well… it’s not that straightforward. More than ever, especially in today’s climate, you have to get it right from the start – first impressions count!

What do we mean by that?
You need to have all of your tools together before you even attempt to apply for a role – a current resume, draft cover letter, a good social media profile and a range of answers about your skills and experience, your motivation, and salary expectations. We receive so many applications on a daily basis, especially when advertising administrative roles, and it is really obvious when a prepared person applies for a role – they really stand out (in a good way). If you are not prepared, send an old resume, have no cover letter, no referees prepared, do not meet the criteria and have not outlined your intentions for applying… there’s a very good chance that you just wasted your time.

Now let’s break down what makes a good application:

  • Reading the job advertisement – it is really amazing that candidates do not do this. We always say – print it out and highlight the points that the employer is seeking – experience, qualifications (if any), and the type of company. Do you meet some or all of the criteria mentioned? If unsure call the employer/HR/ recruitment agency to find out more.
  • Preparing a cover letter – It is good to have a draft letter on file. It is most likely that you will be applying for similar roles during your job hunting. The best way to create a letter is to highlight the position title at the top, state where you found the advertisement, then open with a paragraph introducing who you are and what you currently do and draw on similarities with the role advertised. The next paragraph should state your intention for applying and what you are seeking from the role and company (not always known if through an agency). Next outline your skills that directly relate to the advertisement in bullet points so that they stand out. Close with a short blurb about how to contact you to discuss the application further.
  • Current resume – yes… a current resume. We have a lot of resumes that come through that have not been updated. Update it so that you area ready to submit it. Whilst this is a broad statement, we do not believe that any resume is wrong. What we find however, is that most resumes do not sell your skills and experience very well. A good recruiter can read between the lines and will call you to clarify past roles to get a better picture of what you have done.
  • Social media – Check out your profile(s) on Facebook, LinkedIn and other ones that you have. Make sure that they are clean and professional. If on Facebook, close your profile to friends only if you want to keep it private. We still see quite a few ‘bad things’ that can influence a decision to call you.
  • Referees – Ask for 2-3 referees to vouch for you. Let them know that you are looking for work and ask if they would be happy to speak about you. At our end it makes all the difference and can speed up the process of recruiting you.
  • Be ready for the interview. The tools above will already have you prepared and we will cover the interview in our next blog.

Now is the time to revisit what you are currently doing and get back to basics. Get these things right and you are well on the way to moving to a short-list.