Ask Work It: Who should you put as your reference check?

Key Concepts:

• Character References: Individuals who can vouch for an applicant's character and work ethic.
• Professional vs. Personal Character: The distinction between references focusing on work-related conduct and those assessing personal traits.
• Reference Diversity: Offering references from different industries or with varying lengths of professional association.
• Referee Preparation: Informing potential references about being listed and the context of the job application.
• Declining a Reference Request: Politely refusing to provide a reference if unable to validate the applicant's experiences or skills.

1. Uncommon Request: Character References Beyond Supervisors

• The discussion begins with a listener question about companies seeking character references from colleagues or friends, not just supervisors or family.
• This is considered unusual, as reference checks typically focus on professional conduct and work-related ethics.
• The speakers suggest this might be a supplementary layer to a professional check, aiming for both professional and personal validation.
• However, their recruitment contacts haven't encountered this practice frequently.

2. Current vs. Former Supervisors as References

• It's generally not advisable to ask a current supervisor for a reference, as it signals job-seeking intentions.
• A former boss from a previous company is a better choice for a professional character reference.
• The question arises: How far back can you go when choosing a former boss?

3. Selecting and Presenting References

• Offer a couple of references, allowing the recruiter or HR person to choose whom to contact.
• Aim for diversity in references, including different industries or varying lengths of professional association.
• A reference from someone you worked with for a significant period (e.g., five years) is generally stronger.

4. Addressing Limited Work Experience

• If you lack a previous supervisor (e.g., first job change after a long tenure), consider an industry colleague or friend as a reference.
• For fresh graduates, lecturers or professors can serve as references.
• Peers within a long-term company who have moved to other companies can also validate work experiences.

5. Importance of Informing Referees

• Crucially, inform potential referees that you are providing their names to HR recruiters.
• This is a matter of courtesy and prevents them from being caught off guard.
• Let them know you're in a job transition and ask if they can speak positively about your work and achievements.

6. Declining to Be a Reference

• If you're approached to be a character reference and are uncomfortable, politely decline.
• Explain that you don't believe you can adequately validate the applicant's experiences for the specific role.
• Consider asking for the job description to assess if you can vouch for the applicant's suitability.
• Declining doesn't necessarily mean disliking the person; it might be to avoid sabotaging their chances.

7. Notable Quotes:

• "Is this a common thing and if so who is the best person you should recommend" - Ysef
• "I don't think I'm able to validate the experiences that you have for this job that you are applying for" - Speaker on declining a reference request.
• "Not helping that person doesn't mean that you don't like that person – not helping that person could also mean that you do not want to sabotage their their chances." - Speaker on declining a reference request.

8. Technical Terms and Concepts:

• Character Reference: A person who can attest to an individual's qualities, abilities, and characteristics.
• Recruiter: A person whose job is to find and hire new employees for a company or organization.
• HR (Human Resources): The department of a business or organization that deals with the hiring, administration, and training of personnel.

9. Logical Connections:

• The discussion flows from the initial question about unusual reference requests to practical advice on selecting, preparing, and managing references.
• It addresses different scenarios, such as limited work experience or discomfort in providing a reference.
• The importance of communication and courtesy is emphasized throughout.

10. Synthesis/Conclusion:

The discussion highlights the importance of strategic reference selection and preparation in the job application process. While unconventional requests for character references from non-supervisors may arise, the core principles of choosing relevant, informed, and willing references remain crucial. Open communication with potential referees and a thoughtful approach to declining requests are essential for maintaining professional relationships and maximizing the effectiveness of references.