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Greetings!
Hiring is one of the most important jobs of those in an organization that are challenged with recruitment. Despite the level of position, if an organization didn't find that position important, they wouldn't have it, so taking the time to do a complete effective recruitment job, you need to be sure referencing is at the core.
The challenge I know is that many organizations will not provide references due to legal implications related to less than satisfactory references. The type of reference that is most common referred to as the "neutral reference" is the norm. This is intended to decrease potential legal liability. So what should your policy look like?
What is your policy on providing references - giving and obtaining?
Here are some things to consider when adopting yours...
You need to consider the following:
- First consider your "risk tolerance"...do you want to provide details or would you rather keep the referencing "neutral"?
- Regardless of what you decide...Ensure consistency in how everyone in the organization handles reference requests
- If you plan to provide "neutral references" ensure this is applied to all past employees the same way - for example, you may have a desire to talk up a star performer but stay neutral for others...the inconsistency comes with risks and perceptions of others that some may believe are not strong performers as a result of a "neutral" response
- Assign a person trained and authorized to provide references in a manner that reduces risk of liability within your organization or business, ensuring that all other employees know they are NOT to give any references
- Use a staff member of management that is not only well trained on what and how to say it but is also neutral and unbiased
- Ensure you receive a signed "reference release form" for both giving and providing references
Legal liability comes in many different ways and it is important that a good employer focuses on being responsible, well prepared and fair to the process. It is frustrating not to be able to obtain detailed references but there is significant liability if you provide information that blocks a past employee's ability to obtain another position. Defamation of character, wrongful hire are just two of the risks when not careful with giving or receiving references! Everyone is looking for a quick buck...suing is easier than ever. Be prepared, prevent your risks!
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